matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
The Potential of Recommender Systems for Directing Job Search: A Large-Scale Experiment (2024)
Behaghel, Luc; Hazard, Yagan; Gurgand, Marc; Dromundo, Sofia; Zuber, Thomas;Zitatform
Behaghel, Luc, Sofia Dromundo, Marc Gurgand, Yagan Hazard & Thomas Zuber (2024): The Potential of Recommender Systems for Directing Job Search: A Large-Scale Experiment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16781), Bonn, 65 S.
Abstract
"We analyze the employment effects of directing job seekers' applications toward establishments likely to recruit. We run a two-sided randomization design involving about 800,000 job seekers and 40,000 establishments, based on an empirical model that recommends each job seeker to firms so as to maximize total potential employment. Our intervention induces a 1% increase in job finding rates for short term contracts. This impact comes from a targeting effect combining (i) a modest increase in job seekers' applications to the very firms that were recommended to them, and (ii) a high success rate conditional on applying to these firms. Indeed, the success rate of job seekers' applications varies considerably across firms: the efficiency of applications sent to recommended firms is 2.7 times higher than the efficiency of applications to the average firm. This suggests that there can be substantial gains from better targeting job search, leveraging firm-level heterogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Risk and the allocation of talent in the Roy model (2024)
Zitatform
Cubas, German, Pedro Silos & Vesa Soini (2024): Risk and the allocation of talent in the Roy model. In: Economics Letters, Jg. 236. DOI:10.1016/j.econlet.2024.111623
Abstract
"With risk-averse workers and uninsurable earnings shocks, competitive markets allocate too few workers to risky jobs. Using an equilibrium Roy model with incomplete markets, we show that in competitive equilibrium, risky occupations are inefficiently small and hence talent is misallocated." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Search, unemployment, and the Beveridge curve: Experimental evidence (2024)
Zitatform
Duffy, John & Brian C. Jenkins (2024): Search, unemployment, and the Beveridge curve: Experimental evidence. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102518
Abstract
"We report on a laboratory experiment testing the predictions of the Diamond–Mortensen–Pissarides (DMP) search-and-matching model, which is a workhorse, decentralized model of unemployment and the labor market. We focus on the job vacancy posting problem that firms face in the DMP model. We explore the model’s comparative statics predictions concerning variations in the separation rate, the vacancy posting cost, and the firm’s surplus earned per employee. Across all treatments, we find strong evidence for an inverse relationship between vacancies and unemployment, consistent with the Beveridge curve. We also find that the results of our various comparative statics exercises are in-line with the predictions of the theory." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Firm Productivity, Wages, and Sorting (2024)
Zitatform
Lochner, Benjamin & Bastian Schulz (2024): Firm Productivity, Wages, and Sorting. In: Journal of labor economics, Jg. 42, H. 1, S. 85-119., 2022-09-13. DOI:10.1086/722564
Abstract
"We study the link between firm productivity and the wages that firms pay. Guided by a search-matching model with large firms, worker and firm heterogeneity, and production complementarities, we infer firm productivity by estimating firm-level production functions. Using German data, we find that the most productive firms do not pay the highest wages. Worker transitions from high- to medium-productivity firms are on average associated with wage gains. Productivity sorting, that is, the sorting of high-ability workers into high-productivity firms, is less pronounced than the sorting into high-wage firms." (Author's abstract, IAB-Doku, © University of Chicago Press) ((en))
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Literaturhinweis
The Shifting Reasons for Beveridge-Curve Shifts (2023)
Barlevy, Gadi; Şahin, Ayşegül; Faberman, Jason; Hobijn, Bart;Zitatform
Barlevy, Gadi, Bart Hobijn, Jason Faberman & Ayşegül Şahin (2023): The Shifting Reasons for Beveridge-Curve Shifts. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16517), Bonn, 29 S.
Abstract
"We discuss how the relative importance of factors that contribute to movements of the U.S. Beveridge curve has changed from 1960 to 2023. We review these factors in the context of a simple flow analogy used to capture the main insights of search and matching theories of the labor market. Changes in inflow rates, related to demographics, accounted for Beveridge curve shifts between 1960 and 2000. A reduction in matching efficiency, that depressed unemployment outflows, shifted the curve outwards in the wake of the Great Recession. In contrast, the most recent shifts in the Beveridge curve appear driven by changes in the eagerness of workers to switch jobs. We argue that, while the Beveridge curve is a useful tool for relating unemployment and vacancies to inflation, the link between these labor market indicators and inflation depends on whether and why the Beveridge curve shifted. Therefore, a careful examination of the factors underlying movements in the Beveridge curve is essential for drawing policy conclusions from the joint behavior of unemployment and job openings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vacancy duration and wages (2023)
Zitatform
Bassier, Ihsaan, Alan Manning & Barbara Petrongolo (2023): Vacancy duration and wages. (CEP discussion paper / Centre for Economic Performance 1943), London, 45 S.
Abstract
"We estimate the elasticity of vacancy duration with respect to posted wages, using data from the near-universe of online job adverts in the United Kingdom. Our research design identifies duration elasticities by leveraging firm-level wage policies that are plausibly exogenous to hiring difficulties on specific job vacancies, and control for job and market-level fixed-effects. Wage policies are defined based on external information on pay settlements, or on sharp, internally-defined, firm-level changes. In our preferred specifications, we estimate duration elasticities in the range −3 to −5, which are substantially larger than the few existing estimates." (Résumé d'auteur, IAB-Doku) ((en))
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Literaturhinweis
Matching Through Search Channels (2023)
Zitatform
Carillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2023): Matching Through Search Channels. (IAB-Discussion Paper 10/2023), Nürnberg, 85 S. DOI:10.48720/IAB.DP.2310
Abstract
"Firmen und Arbeitnehmer/-innen finden überwiegend über Stellenanzeigen, persönliche Kontaktnetzwerke oder die Bundesagentur für Arbeit zueinander. All diese Suchkanäle tragen dazu bei, Friktionen am Arbeitsmarkt zu verringern. In diesem Papier untersuchen wir, inwieweit diese Suchkanäle unterschiedliche Auswirkungen auf den Arbeitsmarkt haben. Anhand einer neuen Datenverknüpfung aus administrativer Daten und Umfragedaten zeigen wir: (i) Niedriglohnfirmen und Niedriglohnbeziehende finden vermehrt über Netzwerke oder die Bundesagentur für Arbeit zueinander, währendessen Hochlohnfirmen und Hochlohnbeziehende häufiger über Stellenanzeigen zusammenkommen. (ii) Dabei nutzen Firmen Stellenanzeigen vor allem bei der Abwerbung und Gewinnung von Hochlohnbeziehenden. Im Vergleich zu anderen Suchkanälen, werden Stellenanzeigen auch vermehrt von Beschäftigten beim Aufstieg auf der Karriereleiter genutzt. Um die Auswirkungen dieser Beobachtungen auf die aggregierte Beschäftigung, die Löhne und die Arbeitsmarktsortierung zu bewerten, schätzen wir strukturell ein Gleichgewichtsmodell, das sich durch Karriereleitern, zweiseitige Heterogenität, mehrere Suchkanäle und endogene Einstellungsintensität auszeichnet. Die Schätzung zeigt, dass Netzwerke der kosteneffizienteste Kanal sind, der es Firmen ermöglicht, schnell einzustellen, aber auch Arbeitskräfte mit geringeren durchschnittlichen Fähigkeiten anzuziehen. Stellenanzeigen sind der kostspieligste Kanal, erleichtern die Einstellung von Arbeitnehmern/-innen mit höheren Fähigkeiten und sind für die Sortierung zwischen Beschäftigten und Firmen am wichtigsten. In kontrafaktischen Berechnungen zeigt sich, dass obwohl die Bundesagentur für Arbeit die geringste Einstellungswahrscheinlichkeit bietet, ihre hypothetische Abschaffung beträchtliche Folgen hätte. Die Gesamtbeschäftigung würde um mindestens 1,4 Prozent sinken und die Lohnungleichheit steigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Recruitment Policies, Job-Filling Rates and Matching Efficiency (2023)
Zitatform
Carrillo-Tudela, Carlos, Hermann Gartner & Leo Kaas (2023): Recruitment Policies, Job-Filling Rates and Matching Efficiency. In: Journal of the European Economic Association, Jg. 21, H. 6, S. 2413-2459., 2023-01-09. DOI:10.1093/jeea/jvad034
Abstract
"Recruitment intensity is important for the matching process in the labor market. Using unique linked survey-administrative data, we investigate the relationships between hiring and recruitment policies at the establishment level. Faster hiring goes along with higher search effort, lower hiring standards and more generous wages. We develop a directed search model that links these patterns to the employment adjustments of heterogenous firms. The model provides a novel structural decomposition of the matching function that we use to evaluate the relative importance of these recruitment policies at the aggregate level. The calibrated model shows that hiring standards play an important role in explaining differences in matching efficiency across labor markets defined as region/skill cross products and for the impact of labor market policy, whereas search effort and wage policies play only a minor role." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Active and passive labor-market policies: the outlook from the Beveridge curve (2023)
Zitatform
Destefanis, Sergio, Matteo Fragetta & Nazzareno Ruggiero (2023): Active and passive labor-market policies: the outlook from the Beveridge curve. In: Applied Economics, Jg. 55, H. 55, S. 6538-6550. DOI:10.1080/00036846.2022.2159010
Abstract
"Following a panel ARDL approach, we appraise the impact of various indicators of active and passive labor-market policies within the framework of the Beveridge curve across fourteen OECD countries from 1985 to 2013, controlling for other factors, both institutional (tax wedge) and structural (technological progress, globalization). We embed the role of these variables within the specification of the Beveridge curve, finding that the generosity of unemployment benefits has a detrimental impact on labor-market matching, with the duration of benefits and the strictness of the rules pertaining to the deployment of benefits taking a key role in driving this result. Among active labor-market policies, employment incentives and especially training have a favourable effect on matching. There is evidence of a virtuous interaction between active and passive policies. A significantly detrimental role emerges for the tax wedge. These results are consistent across various specifications, and structural relationships are stable throughout the 2008–2013 period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Jobseekers’ Beliefs about Comparative Advantage and (Mis)Directed Search (2023)
Kiss, Andrea; Garlick, Robert; Orkin, Kate; Hensel, Lukas;Zitatform
Kiss, Andrea, Robert Garlick, Kate Orkin & Lukas Hensel (2023): Jobseekers’ Beliefs about Comparative Advantage and (Mis)Directed Search. (Upjohn Institute working paper 388), Kalamazoo, Mich., 99 S. DOI:10.17848/wp23-388
Abstract
"Worker sorting into tasks and occupations has long been recognized as an important feature of labor markets. But this sorting may be inefficient if jobseekers have inaccurate beliefs about their skills and therefore apply to jobs that do not match their skills. To test this idea, we measure young South African jobseekers’ communication and numeracy skills and their beliefs about their skill levels. Many jobseekers believe they are better at the skill in which they score lower, relative to other jobseekers. These beliefs predict the skill requirements of jobs where they apply. In two field experiments, giving jobseekers their skill assessment results shifts their beliefs toward their assessment results. It also redirects their search toward jobs that value the skill in which they score relatively higher—using measures from administrative, incentivized task, and survey data—but does not increase total search effort. It also raises earnings and job quality, consistent with inefficient sorting due to limited information." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ranking and search effort in matching (2023)
Zitatform
Lee, Joonbae & Hanna Wang (2023): Ranking and search effort in matching. In: Economic Theory, Jg. 75, H. 1, S. 113-136. DOI:10.1007/s00199-021-01391-4
Abstract
"This paper studies the relationship between search effort and workers’ ranking by employers. In order to do so, we propose a matching model in which employers have common preferences over a continuum of heterogeneous workers who choose a number of applications to send out. We show that in equilibrium, the relationship is hump-shaped for sufficiently high vacancy-to-worker ratios, that is, highly-ranked and lowly-ranked workers send out fewer applications than workers of mid-range rank. This arises due to two opposing forces driving the incentives of applicants. Increasing the number of applications acts as insurance against unemployment, but is less effective when the probability of success for each application is low. This mechanism exacerbates the negative employment outcomes of low-rank workers—hence, in contrast to the market equilibrium, in the social planner’s solution, the number of applications monotonically decrease in rank." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Macroeconomics of Skills Mismatch in the Presence of Emigration (2023)
Liontos, George; Vella, Eugenia; Mavrigiannakis, Konstantinos;Zitatform
Liontos, George, Konstantinos Mavrigiannakis & Eugenia Vella (2023): The Macroeconomics of Skills Mismatch in the Presence of Emigration. (Working paper series / Athens University of Economics and Business, Department of International and European Economic Studies 2023-14), Athen, 52 S.
Abstract
"Employment in mismatch (low-skill) jobs is a potential factor in the emigration of highly qualified workers. At the same time, high-skilled emigration and emigration of mismatch workers can free up positions for stayers. In bad times, it could also amplify demand losses and the unemployment spell, which in turn affects the mismatch rate. In this paper, we investigate the link between vertical skills mismatch and emigration of both non-mismatch and mismatch workers in a DSGE model. The model features also skill and wealth heterogeneous households, capital-skill complementarity (CSC) and labor frictions. We find that an adverse productivity shock reduces investment and primarily hurts the high-skilled who react by turning to both jobs abroad and mismatch jobs in the domestic labor market. A negative shock to government spending crowds-in investment and primarily hurts the low-skilled who thus turn to jobs abroad. Following the fiscal cut, the high-skilled instead reduce their search for mismatch employment and later they also reduce their search for jobs abroad." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making the invisible hand visible: Managers and the allocation of workers to jobs (2023)
Minni, Virginia;Zitatform
Minni, Virginia (2023): Making the invisible hand visible: Managers and the allocation of workers to jobs. (CEP discussion paper / Centre for Economic Performance 1948), London, 80 S.
Abstract
"Why do managers matter for firm performance? This paper provides evidence of the critical role of managers in matching workers to jobs within the firm using the universe of personnel records from a large multinational firm. The data covers 200,000 white-collar workers and 30,000 managers over 10 years in 100 countries. I identify good managers as the top 30% by their speed of promotion and leverage exogenous variation induced by the rotation of managers across teams. I find that good managers cause workers to reallocate within the firm through lateral and vertical transfers. This leads to large and persistent gains in workers' career progression and productivity. Seven years after the manager transition, workers earn 30% more and perform better on objective performance measures. In terms of aggregate firm productivity, doubling the share of good managers would increase output per worker by 61% at the establishment level. My results imply that the visible hands of managers match workers' specific skills to specialized jobs, leading to an improvement in the productivity of existing workers that outlasts the managers' time at the firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market tightness and matching efficiency in different labour market segments – do differences in education and occupation matter? (2023)
Obadić, Alka; Viljevac, Viktor;Zitatform
Obadić, Alka & Viktor Viljevac (2023): Labour market tightness and matching efficiency in different labour market segments – do differences in education and occupation matter? (EFZG working paper series 2303), Zagreb, 47 S.
Abstract
"This paper analyses the existing educational and occupational structures of several EU member countries and their alignment with the needs of the labour market. Such a situation may indicate a structural mismatch in labour market in which the mismatch between the skills taught in schools and universities and the skills needed in the workplace appears. To evaluate this mismatch, the paper investigates the matching needs of employers and unemployed job seekers by disaggregating the registered employment office data by education and occupation groups in selected EU countries separately. More educated workers, as well as workers in more complex and better-paid occupations, might fare better when it comes to the aggregate labour market trends. For example, economic downturns and increases in unemployment might be felt more heavily by workers with lower education and those who work in professions requiring fewer skills. In this paper, we analyse the data for a selected group of countries (Austria, Croatia, Estonia, Slovenia, and Spain) from 2010 till 2022, using the Beveridge curves and estimate the labour market tightness and matching efficiency for different education and occupation groups. Our results show that differences in education levels and occupation result in relatively small deviations from aggregate trends in the labour market. Aggregate labour market trends therefore strongly impact all groups in the labour market, whether the market is segmented by education levels or by occupation. In other words, both the improvements in the labour market conditions and the worsening of labour market conditions have similar effects across different labour market segments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Population size and the job matching of college graduates (2023)
Zitatform
Pominova, Mariya & Todd Gabe (2023): Population size and the job matching of college graduates. In: Applied Economics Letters, Jg. 30, H. 20, S. 2994-2997. DOI:10.1080/13504851.2022.2117774
Abstract
"This paper examines the relationship between a region’s population size and the match of college-educated workers to jobs that require a degree. Results show a positive relationship between degree match and county population size in the United States, with a 100,000-person increase in population associated with a 1.3-percentage point increase in the likelihood of a match. The analysis uses a person’s grade point average in college to account for the potential sorting of higher-skilled workers into larger urban areas and the dataset has individuals across a wide range of regions from small rural areas to big cities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Applications of maximum matching by using bipolar fuzzy incidence graphs (2023)
Zitatform
Rehman, Fahad Ur, Tabasam Rashid & Muhammad Tanveer Hussain (2023): Applications of maximum matching by using bipolar fuzzy incidence graphs. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0285603
Abstract
"The extension of bipolar fuzzy graph is bipolar fuzzy incidence graph (BFIG) which gives the information regarding the effect of vertices on the edges. In this paper, the concept of matching in bipartite BFIG and also for BFIG is introduced. Some results and theorems of fuzzy graphs are also extended in BFIGs. The number of operations in BFIGs such as augmenting paths, matching principal numbers, relation between these principal numbers and maximum matching principal numbers are being investigated which are helpful in the selection of maximum most allied applicants for the job and also to get the maximum outcome with minimum loss (due to any controversial issues among the employees of a company). Some characteristics of maximum matching principal numbers in BFIG are explained which are helpful for solving the vertex and incidence pair fuzzy maximization problems. Lastly, obtained maximum matching principal numbers by using the matching concept to prove its applicability and effectiveness for the applications in bipartite BFIG and also for the BFIG." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pre-existing company contacts and premature termination of apprenticeship training in Germany (2023)
Weißmann, Markus; Roth, Tobias;Zitatform
Weißmann, Markus & Tobias Roth (2023): Pre-existing company contacts and premature termination of apprenticeship training in Germany. In: Research in Social Stratification and Mobility, Jg. 87. DOI:10.1016/j.rssm.2023.100839
Abstract
"Using longitudinal data from Starting Cohort 4 of the German National Educational Panel Study (NEPS), we examined whether pre-existing strong ties and weak ties in the training company are associated with the risk of premature termination of apprenticeship training in Germany. This is highly relevant for the literature on social capital in the labor market since so far little is known about the role of social contacts for the turnover propensity of labor market entrants. By examining a potentially important factor for a successful labor market integration, our research also adds to both the school-to-work and the social stratification literature. Our empirical results are only partly consistent with our theoretically derived expectations. While contrary to our expectations, we found no association between strong ties and termination probability, weak ties were, as expected, associated with a lower probability of premature training termination among those apprentices who were trained in their desired occupation. Our main results, combined with several robustness checks, let us assume that this is due to better matched training situations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Who Set Your Wage? (2022)
Card, David;Zitatform
Card, David (2022): Who Set Your Wage? In: The American economic review, Jg. 112, H. 4, S. 1075-1090. DOI:10.1257/aer.112.4.1075
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))
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Literaturhinweis
JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality (2022)
Coraggio, Luca; Scognamiglio, Annalisa; Tåg, Joacim; Pagano, Marco;Zitatform
Coraggio, Luca, Marco Pagano, Annalisa Scognamiglio & Joacim Tåg (2022): JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality. (IFN working paper / Research Institute of Industrial Economic 1427), Stockholm, 37 S.
Abstract
"Does the matching between workers and jobs help explain productivity differentials across firms? To address this question we develop a job-worker allocation quality measure (JAQ) by combining employer-employee administrative data with machine learning techniques. The proposed measure is positively and significantly associated with labor earnings over workers' careers. At firm level, it features a robust positive correlation with firm productivity, and with managerial turnover leading to an improvement in the quality and experience of management. JAQ can be constructed for any employer-employee data including workers' occupations, and used to explore the effect of corporate restructuring on workers' allocation and careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wie gut passen Bewerber und Stellen zusammen?: Eine Analyse der Qualität neu zustande gekommener Arbeitsverhältnisse (Matches) in ausgewählten Arbeitssegmenten (2022)
Dellkamm, Rabea; Stettes, Oliver; Möckel, Kathrin; Schäfer, Holger;Zitatform
Dellkamm, Rabea, Kathrin Möckel, Holger Schäfer & Oliver Stettes (2022): Wie gut passen Bewerber und Stellen zusammen? Eine Analyse der Qualität neu zustande gekommener Arbeitsverhältnisse (Matches) in ausgewählten Arbeitssegmenten. (IW-Report / Institut der Deutschen Wirtschaft Köln 2022,47), Köln, 24 S.
Abstract
"Die empirische Arbeitsmarktforschung ist derzeit nur eingeschränkt in der Lage, die Qualität der Ausgleichprozesse am Arbeitsmarkt anhand der Merkmale der neu zustande gekommenen Beschäftigungsverhältnisse zu beschreiben. Die Analyse von Stellenanzeigen kann zwar detaillierte Einblicke über konkrete Stellenanforderungen geben, ob diese aber auch von den späteren Stelleninhabern erfüllt werden, bleibt bei einer derartigen Analyse ungeklärt. Auswertungen der IAB-Stellenerhebung stehen unter dem Vorbehalt, dass sie nur die letzte neu besetzte Vakanz in den Blick nehmen können. Die vorliegende Studie auf Basis eines speziell für diese Zwecke bereitgestellten Datensatzes durch den Personaldienstleister Hays, der detaillierte Informationen sowohl über Stellenanforderungen als auch die Kompetenzprofile der Beschäftigten in neu zustande gekommenen Arbeitsverhältnissen enthält, zeigt die Potenziale von Analysen auf, die die Qualität einer großen Anzahl von Matching-Prozessen beschreiben wollen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Assortative labor matching, city size, and the education level of workers (2022)
Zitatform
Leknes, Stefan, Jørn Rattsø & Hildegunn E. Stokke (2022): Assortative labor matching, city size, and the education level of workers. In: Regional Science and Urban Economics, Jg. 96. DOI:10.1016/j.regsciurbeco.2022.103806
Abstract
"We investigate the heterogeneity of assortative labor matching with respect to geography, skills, and tasks. Our contribution is to separate plant quality by education level and occupation tasks using the AKM-model. We introduce a geology-related instrument to analyze the city effect and address limited mobility bias. Using rich administrative worker-plant dataset for Norway, we show that matching of the college educated have a strong city effect. The IV estimates indicate that a doubling of city size increases the correlation between worker and plant quality by 9 percentage points. A wage decomposition shows that matching accounts for 22% of the urban wage premium adjusted for sorting. In terms of occupations, better matching in cities is observed only for non-routine abstract tasks." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap (2022)
Zitatform
Lochner, Benjamin & Christian Merkl (2022): Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap. (LASER discussion papers 139), Erlangen, 55 S.
Abstract
"In diesem Papier untersuchen wir das geschlechterspezifische Bewerbungs- und Einstellungsverhalten sowie deren Implikationen für die Lohnlücke. Um die zugrundeliegenden Mechanismen besser zu verstehen, leiten wir aus einem zweistufigen Matching-Modell Implikationen her, die wir auf Basis der IAB-Stellenerhebung überprüfen. Es zeigt sich, dass die Muster in den Daten konsistent mit der Theorie von linearen und nichtlinearen Produktionsfunktionen sind. Wir dokumentieren, dass sich Frauen seltener bei Hochlohn- als bei Niedriglohnfirmen bewerben. Dahingegen finden wir keinen statistisch signifikanten Unterschied in der Einstellungswahrscheinlichkeit zwischen Männern und Frauen, wenn sie sich bei Hochlohnfirmen bewerben. Diese Muster sprechen gegen die Diskriminierungshypothese aus dem theoretischen Modell, lassen sich aber dadurch erklären, dass Jobs bei Hochlohnfirmen höhere arbeitgeberseitige Flexibilitätsanforderungen haben. Wir zeigen, dass der Anteil der männlichen Bewerber in verschiedenen, beobachtbaren Flexibilitätsanforderungen ansteigt. Wenn wir den Anteil der männlichen Bewerber in Mincer-Lohnregressionen als zusätzliche erklärende Variable für Flexibilitätsanforderungen aufnehmen, sinkt der Geschlechterunterschied im Einstellungslohn zwischen Männern und Frauen um etwa 50-60 Prozent. Frauen, die in Jobs eingestellt werden, bei denen sich viele Männer bewerben, verdienen signifikant mehr als Frauen, die in vergleichbaren Jobs eingestellt werden, bei denen sich ausschließlich Frauen bewerben. Wenn Frauen mit Kindern Jobs mit hohen Flexibilitätsanforderungen annehmen, müssen sie dahingegen große Lohneinbußen im Vergleich zu Männern hinnehmen." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen (möglw. abweichend) als: IAB-Discussion Paper -
Literaturhinweis
Economic conditions, task shares, and overqualification (2022)
Summerfield, Fraser;Zitatform
Summerfield, Fraser (2022): Economic conditions, task shares, and overqualification. In: Oxford economic papers, Jg. 74, H. 1, S. 40-61. DOI:10.1093/oep/gpab002
Abstract
"This article demonstrates that economic conditions affect job match quality by influencing the task shares of available jobs. Cognitive (reasoning/communication) and physical (sensory/coordination) task shares and education-based overqualification measures are generated from Canada’s Labour Force Survey, the Career Handbook, and the Occupational Information Network database. In unfavourable labour markets, cognitive task intensity decreases and physical task intensity rises. The task content of newly formed jobs is then shown to be an important empirical determinant of overqualification. A calibrated search model that accounts for these findings quantifies the costs of increased overqualification. Each percentage point increase in unemployment raises overqualification by 5.8 percentage points, partly due to changes in task shares. Economic output subsequently decreases by about 0.6%." (Author's abstract, IAB-Doku) ((en))
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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))
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Literaturhinweis
A new approach to skills mismatch (2021)
Brun-Schammé, Amandine; Rey, Martin;Zitatform
Brun-Schammé, Amandine & Martin Rey (2021): A new approach to skills mismatch. (OECD productivity working papers 24), Paris, 28 S. DOI:10.1787/e9563c2a-en
Abstract
"Skills mismatch - the sub-optimal use of an individual's skills in their occupation - can be a source of dissatisfaction for workers and a brake for productivity growth. In our view, a difference in the level of skills within an occupation is not sufficient to infer that a skills mismatch exists. Since skills-mismatch is the result of a disparity between the supply and demand of labour, the quantifying of skills-mismatch must therefore be based on the mechanisms involved in this disparity. We propose to include in our measurement the level of education and field of study, which are key markers of an individual's skill level in the labour market. This makes it possible to identify, among individuals whose skill level differs from others within an occupation, those whose training profile can (or cannot) explain this situation. Through using the OECD PIAAC 2012 survey, this paper first identifies with data for France, individuals who present an apparent skills mismatch according to the framework proposed. Following an international comparison of “apparent skills mismatch rates”, we conclude this study by observing how the different groups identified differ in terms of how they perceive their employment situation as well as their individual characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Complementary jobs and optimal matching (2021)
Gebauer, Markus;Zitatform
Gebauer, Markus (2021): Complementary jobs and optimal matching. In: Labour, Jg. 35, H. 3, S. 291-310. DOI:10.1111/labr.12204
Abstract
"This paper introduces strong complementarities in labour into an otherwise classical Diamond–Mortensen–Pissarides search model. Specifically, two workers are required to perform a task. The assumption of Nash bargaining is maintained to represent the Hosios condition transparently. We show that this setup leads to additional externalities that require more than a Hosios-style condition to be met. The surplus must be shared between the workers so that the employer internalizes additional externalities. This makes implementing efficiency even more challenging." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Does Online Search Improve the Match Quality of New Hires? (2021)
Zitatform
Gürtzgen, Nicole, Benjamin Lochner, Laura Pohlan & Gerard J. van den Berg (2021): Does Online Search Improve the Match Quality of New Hires? In: Labour Economics, Jg. 70, S. 101981., 2021-03-16. DOI:10.1016/j.labeco.2021.101981
Abstract
"Die Studie untersucht den Effekt der Expansion des Breitbandinternets auf die Matchqualität neu eingestellter Personen. Hierzu werden Daten zur regionalen Internetverfügbarkeit mit administrativen Individualdaten und Vakanzdaten für den deutschen Arbeitsmarkt kombiniert. Die Ergebnisse zeigen, dass eine Ausweitung der Breitbandinternet-Verfügbarkeit keinen größeren Einfluss auf die Stabilität und Entlohnung neu begonnener Beschäftigungsverhältnisse hat. Diese Resultate werden auf Basis von Analysen mit Vakanzdaten bestätigt. Diese Daten erlauben einen expliziten Vergleich der Matchqualität von Personen, die online rekrutiert wurden, mit der Matchqualität von Personen, die über andere Rekrutierungskanäle eingestellt wurden. Weiterhin zeigen die Ergebnisse, dass Online-Rekrutierung nicht nur die Anzahl der Bewerbungen und den Anteil ungeeigneter Bewerbungen erhöht, sondern ebenfalls zu einer höheren Anzahl von Vakanzen führt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wage bargaining in a matching market: Experimental evidence (2021)
Korenok, Oleg; Munro, David;Zitatform
Korenok, Oleg & David Munro (2021): Wage bargaining in a matching market: Experimental evidence. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102078
Abstract
"Wage negotiation plays a central role in the dynamics of search and matching models. We explore the theoretical wage predictions of the canonical search and matching model of Diamond (1982) in laboratory bargaining experiments. Overall, wages in the experiment are less responsive to changes in the market conditions than theory predicts. Wages respond to changes in unemployment insurance in the correct direction, yet the size of the response is about half of what theory predicts. On the other hand, contrary to theory, wages are unresponsive to changes in the level of unemployment. We also find that wages of new matches are more sensitive than wages of on-going matches, and that the duration of unemployment influences wages in certain settings." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
The Geography of Job Creation and Job Destruction (2021)
Kuhn, Moritz; Qiu, Xincheng; Manovskii, Iourii;Zitatform
Kuhn, Moritz, Iourii Manovskii & Xincheng Qiu (2021): The Geography of Job Creation and Job Destruction. (ECONtribute discussion paper 122), Köln ; Bonn, 45, A-20 S.
Abstract
"Spatial differences in labor market performance are large and highly persistent. Using data from the United States, Germany, and the United Kingdom, we document striking similarities in spatial differences in unemployment, vacancies, job finding, and job filling within each country. This robust set of facts guides and disciplines the development of a theory of local labor market performance. We find that a spatial version of a Diamond-Mortensen-Pissarides model with endogenous separations and on-the-job search quantitatively accounts for all the documented empirical regularities. The model also quantitatively rationalizes why differences in job-separation rates have primary importance in inducing differences in unemployment across space while changes in the job-finding rate are the main driver in unemployment fluctuations over the business cycle." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm productivity and immigrant-native earnings disparity (2021)
Åslund, Olof; Bratu, Cristina; Thoresson, Anna; Lombardi, Stefano;Zitatform
Åslund, Olof, Cristina Bratu, Stefano Lombardi & Anna Thoresson (2021): Firm productivity and immigrant-native earnings disparity. (CReAM discussion paper 2021,37), London, 35 S.
Abstract
"We study the role of firm productivity in explaining earnings disparities between immigrants and natives using population-wide matched employer-employee data from Sweden. We find substantial earnings returns to working in firms with higher persistent productivity, with greater gains for immigrants from non-Western countries. Moreover, the pass-through of within-firm productivity variation to earnings is stronger for immigrants in low-productive, immigrant-dense firms. But immigrant workers are underrepresented in high-productive firms and less likely to move up the productivity distribution. Thus, sorting into less productive firms decreases earnings in poor-performing immigrant groups that would gain the most from working in high-productive firms" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How broadband internet affects labor market matching (2020)
Bhuller, Manudeep; Vigtel, Trond C.; Kostøl, Andreas R.;Zitatform
Bhuller, Manudeep, Andreas R. Kostøl & Trond C. Vigtel (2020): How broadband internet affects labor market matching. (IZA discussion paper 12895), Bonn, 63 S.
Abstract
"How the internet affects job matching is not well understood due to a lack of data on job vacancies and quasi-experimental variation in internet use. This paper helps fill this gap using plausibly exogenous roll-out of broadband infrastructure in Norway, and comprehensive data on recruiters, vacancies and job seekers. We document that broadband expansions increased online vacancy-postings and lowered the average duration of a vacancy and the share of establishments with unfilled vacancies. These changes led to higher job-finding rates and starting wages and more stable employment relationships after an unemployment-spell. Consequently, our calculations suggest that the steady-state unemployment rate fell by as much as one-fifth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Recruitment Policies, Job-Filling Rates and Matching Efficiency (2020)
Zitatform
Carrillo-Tudela, Carlos, Hermann Gartner & Leo Kaas (2020): Recruitment Policies, Job-Filling Rates and Matching Efficiency. (IAB-Discussion Paper 15/2020), Nürnberg, 51 S.
Abstract
"Für das Matching am Arbeitsmarkt spielt das Rekrutierungsverhalten der Betriebe eine zentrale Rolle. Um zu untersuchen, wie das Rekrutierungsverhalten mit der Zahl der Einstellungen zusammenhängt, verknüpfen wir die IAB-Stellenerhebung mit administrativen Daten. Es zeigt sich: Mehr Einstellungen sind mit mehr Suchaufwand verbunden, mit großzügigeren Löhnen und mit geringeren Anforderungen an die Arbeitsuchenden. Um zu analysieren, welcher Mechanismus diesem Muster zugrunde liegt, entwickeln wir ein Modell mit zielgerichteter Suche. Betriebe können dabei bei Produktivitätsschocks ihr Rekrutierungsverhalten über mehrere Stellschrauben anpassen. Im kalibrierten Modell erweist sich das Anforderungsnieveau als wichtigste Stellschraube für die Auswirkung auf die Matching-Effizienz und für die Wirksamkeit von Arbeitsmarktpolitik. Suchaufwand und die Lohnpolitik spielen demgegenüber eine kleinere Rolle." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social Insurance And Occupational Mobility (2020)
Cubas, German; Silos, Pedro;Zitatform
Cubas, German & Pedro Silos (2020): Social Insurance And Occupational Mobility. In: International Economic Review, Jg. 61, H. 1, S. 219-240. DOI:10.1111/iere.12422
Abstract
"This article studies how insurance from progressive taxation improves the matching of workers to occupations. We propose an equilibrium dynamic assignment model to illustrate how social insurance encourages mobility. Workers experiment to find their best occupational fit in a process filled with uncertainty. Risk aversion and limited earnings insurance induce workers to remain in unfitting occupations. We estimate the model using microdata from the United States and Germany. Higher earnings uncertainty explains the U.S. higher mobility rate. When workers in the United States enjoy Germany's higher progressivity, mobility rises. Output and welfare gains are large." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Your wingman could help you land a job: How beauty composition of applicants affects the call-back probability (2020)
Zitatform
Leckcivilize, Attakrit & Alexander Straub (2020): Your wingman could help you land a job: How beauty composition of applicants affects the call-back probability. In: Labour Economics, Jg. 65. DOI:10.1016/j.labeco.2020.101857
Abstract
"This paper analyses how both own appearance and the beauty composition of other candidates influence the chances of being selected for a job interview. Based on our lab experiment with randomised CVs, we confirm the role of appearance on job recruitment. Importantly, we show that appearance of other applicants with the same gender has significant incremental effects on top of the existing beauty premium. This “wingman effect” is more pronounced in high skilled occupations and mainly among male recruiters. We provide evidence that the “wingman effect” is not driven by system one decision making and predominantly affects choices at the margin." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
Skills, signals, and employability: An experimental investigation (2020)
Piopiunik, Marc; Simon, Lisa; Schwerdt, Guido; Wößmann, Ludger;Zitatform
Piopiunik, Marc, Guido Schwerdt, Lisa Simon & Ludger Wößmann (2020): Skills, signals, and employability: An experimental investigation. In: European Economic Review, Jg. 123. DOI:10.1016/j.euroecorev.2020.103374
Abstract
"Because most skills of labor-market entrants are not directly observed by employers, individuals acquire skill signals. To study which signals are valued by employers, we randomize several skill signals on resumes of fictitious applicants among which we ask a large representative sample of German human-resource managers to choose. We find that signals in both studied domains – cognitive and social skills – have significant effects on being invited for a job interview. Consistent with their relevance, expectedness, and credibility, different signals are effective for apprenticeship applicants and college graduates. While GPAs and social skills are significant for both genders, females are particularly rewarded for IT and language skills. Older HR managers value school grades less and other signals more. HR managers in larger firms value college grades more." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
Ähnliche Treffer
früher erschienen als: IZA discussion paper , 11283 -
Literaturhinweis
Do high-wage jobs attract more applicants? Directed search evidence from the online labor market (2019)
Banfi, Stefano; Villena-Roldán, Benjamín;Zitatform
Banfi, Stefano & Benjamín Villena-Roldán (2019): Do high-wage jobs attract more applicants? Directed search evidence from the online labor market. In: Journal of labor economics, Jg. 37, H. 3, S. 715-746. DOI:10.1086/702627
Abstract
"Labor markets become more efficient in theory if job seekers direct their search. Using online job board data, we show that high-wage ads attract more applicants as in directed search models. Due to distinctive data features, we also estimate significant but milder directed search for hidden (or implicit) wages, suggesting that ad texts and requirements tacitly convey wage information. Since explicit-wage ads often target unskilled workers, other estimates in the literature ignoring hidden-wage ads may suffer from selection bias. Moreover, job ad requirements are aligned with their applicants' traits, as predicted in directed search models with heterogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Upward-sloping labor supply, firing costs and collusion (2019)
Capuano, Carlo; Grassi, Iacopo;Zitatform
Capuano, Carlo & Iacopo Grassi (2019): Upward-sloping labor supply, firing costs and collusion. In: Economics Bulletin, Jg. 39, H. 1, S. 502-512.
Abstract
"We analyze the sustainability of collusion in a supergames framework wherein the only input is a highly qualified type of labor, with its supply being upward-sloping and the wage being sensitive to the industry input demand. Hence, when seeking to expand production, firms have to attract additional employees by offering them higher wages. We compare equilibria and social welfare in both quantity and price competitions, as well as by considering non-negligible firing costs. We prove that: the sensitivity of wages to the industry demand for labor facilitates collusion in price competition (in quantity competition, the reverse is true); in both price and quantity competitions, collusion should be welfare-enhancing when the sensitivity of wage is high enough. Moreover, the introduction of firing costs, decreasing the incentive to cut the production after a temporary rise, reduces the deviation profits making collusion easier to sustain. Our results can be extended to any context where input prices are endogenous." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social comparisons in job search (2019)
Zitatform
Fu, Jingcheng, Martin Sefton & Richard Upward (2019): Social comparisons in job search. In: Journal of Economic Behavior & Organization, Jg. 168, S. 338-361. DOI:10.1016/j.jebo.2019.10.013
Abstract
Using a laboratory experiment we examine how social comparisons affect behavior in a sequential search task. In a control treatment subjects search in isolation, while in two other treatments subjects get feedback on the search decisions and outcomes of a partner subject. The average level and rate of decline of reservation wages are similar across treatments. Nevertheless, subjects who are able to make social comparisons search differently from those who search in isolation. Within a search task we observe a reference wage effect: when a partner exits, the subject chooses a new reservation wage which is increasing in partner income. We also observe a social comparison effect between search tasks: subjects whose partners in a previous task searched for longer choose a higher reservation wage in the next task. Our findings imply that the provision of social information can change job-seekers search behavior. (Author's Abstract, IAB-Doku)
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Literaturhinweis
The Quality-Weighted Matching Function: Did the German Labour Market Reforms Trade off Efficiency against Job Quality? (2019)
Zitatform
Gartner, Hermann, Thomas Rothe & Enzo Weber (2019): The Quality-Weighted Matching Function: Did the German Labour Market Reforms Trade off Efficiency against Job Quality? (IAB-Discussion Paper 24/2019), Nürnberg, 14 S.
Abstract
"Wir analysieren den Zielkonflikt zwischen Umfang und Qualität der Beschäftigung, indem wir eine erweiterte Matching-Funktion schätzen, worin die Zahl der neue Beschäftigungsverhältnisse (Matches) mit deren Qualität gewichtet wird. Diesen Ansatz verwenden wir, um die Auswirkungen der Hartz-Reformen der Jahre 2003 bis 2005 auf den Arbeitsmarkt zu bewerten. In der Tat bestätigt sich, dass ein Teil der zusätzlichen Beschäftigungsverhältnisse durch schlechtere Qualität erkauft war. Auch bei konstanter Qualität der neuen Matches wäre aber gut die Hälfte des positiven Effektes auf die Matchingeffizienz infolge der Hartz-Reformen verblieben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Misallocation of talent and human capital: Political economy analysis (2019)
Gradstein, Mark;Zitatform
Gradstein, Mark (2019): Misallocation of talent and human capital. Political economy analysis. In: European Economic Review, Jg. 118, H. September, S. 148-157. DOI:10.1016/j.euroecorev.2019.05.010
Abstract
"Mismatches in the labor market, specifically because of underrepresentation of various population groups, carry significant economic cost. In this paper we argue, using a simple analytical model that an additional cost component is related to the effect of such underrepresentation on incentives to invest in human capital, which results in a mutual feedback relationship between the labor market and the skill acquisition market and may lead to economy's divergence. Further, it is shown that an initially advantaged group may have an incentive to minimize the bias against the disadvantaged group, and that political enfranchisement is the means to achieve a commitment to such a policy." (Author's abstract, © 2019 Elsevier) ((en))
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Literaturhinweis
Two-sided matching with (almost) one-sided preferences (2019)
Haeringer, Guillaume; Iehlé, Vincent;Zitatform
Haeringer, Guillaume & Vincent Iehlé (2019): Two-sided matching with (almost) one-sided preferences. In: American Economic Journal. Microeconomics, Jg. 11, H. 3, S. 155-190. DOI:10.1257/mic.20170115
Abstract
"In a two-sided matching context we show how we can predict stable matchings by considering only one side's preferences and the mutually acceptable pairs of agents. Our methodology consists of identifying impossible matches, i.e., pairs of agents that can never be matched together in a stable matching of any problem consistent with the partial data. We analyze data from the French academic job market for mathematicians and show that the match of about 45 percent of positions (and about 60 percent of candidates) does not depend on the preferences of the hired candidates, unobserved and submitted at the final stage of the market." (Author's abstract, IAB-Doku) ((en))
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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))
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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)
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Literaturhinweis
Valuation and matching: A conventionalist explanation of labor markets by firms' recruitment channels (2019)
de Larquier, Guillemette; Rieucau, Géraldine;Zitatform
de Larquier, Guillemette & Géraldine Rieucau (2019): Valuation and matching: A conventionalist explanation of labor markets by firms' recruitment channels. In: Historical social research, Jg. 44, H. 1, S. 52-72. DOI:10.12759/hsr.44.2019.1.52-72
Abstract
"In line with the conventionalist works on recruitment and intermediation in the labor market, this article argues that, in order to shape uncertainty about the quality of matching, recruitment channels used by firms rely on 'investments in forms.' The first investment corresponds to the definition of the boundaries of the labor market (i.e., the outline of the labor supply from the firm's point of view); the second one corresponds to the format of information (i.e., the 'standard' or 'personalized' language used by channels to convey information). The firm's resort to a given channel is explained by its internal organization and its valuation of what is a good applicant (depending on its 'labor quality convention'). By crossing-over the two types of investment in forms, we distinguish four matching dynamics. Each type of dynamics is illustrated by examples coming from a qualitative survey of recruitment practices in four French service oriented sectors." (Author's abstract, © GESIS) ((en))
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Literaturhinweis
Semantic matching of job seeker to vacancy: a bidirectional approach (2018)
Adugna Chala, Sisay; Ansari, Fazel; Tijdens, Kea; Fathi, Madjid;Zitatform
Adugna Chala, Sisay, Fazel Ansari, Madjid Fathi & Kea Tijdens (2018): Semantic matching of job seeker to vacancy. A bidirectional approach. In: International journal of manpower, Jg. 38, H. 8, S. 1047-1063. DOI:10.1108/IJM-10-2018-0331
Abstract
"The purpose of this paper is to propose a framework of an automatic bidirectional matching system that measures the degree of semantic similarity of job-seeker qualifications and skills, against the vacancy provided by employers or job-agents." (Author's abstract, © Emerald Group) ((en))
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Literaturhinweis
Reduced form wage equations in the credible bargaining model (2018)
Boitier, Vincent; Lepetit, Antoine;Zitatform
Boitier, Vincent & Antoine Lepetit (2018): Reduced form wage equations in the credible bargaining model. In: Labour economics, Jg. 50, H. March, S. 92-96. DOI:10.1016/j.labeco.2016.04.003
Abstract
"We derive an explicit solution for the wage from an alternating-offer wage bargaining game à la Hall and Milgrom (2008) under a plausible parameter restriction. This solution is simple, micro-founded and permits a transparent analysis of the driving forces of wages. When it is used in a stationary steady-state search and matching model, the value of all endogenous variables can be expressed as a function of the parameters of the model and the exogenous variables. In a dynamic setup, the solution is much simpler to implement than the one found in the original paper of Hall and Milgrom (2008)." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Shifting the Beveridge curve: what affects labor market matching? (2018)
Zitatform
Bova, Elva, João Tovar Jalles & Christina Kolerus (2018): Shifting the Beveridge curve. What affects labor market matching? In: International Labour Review, Jg. 157, H. 2, S. 267-306. DOI:10.1111/ilr.12046
Abstract
"This paper explores conditions and policies that could affect the matching between labor demand and supply. We identify shifts in the Beveridge curves for 12 OECD countries between 2000Q1 and 2013Q4 using three complementary methodologies and analyze the short-run determinants of these shifts by means of limited-dependent variable models. We find that labor force growth as well as employment protection legislation reduce the likelihood of an outward shift in the Beveridge curve,. Our findings also show that the matching process is more difficult the higher the share of employees with intermediate levels of education in the labor force and when long-term unemployment is more pronounced. Policies which could facilitate labor market matching include active labor market policies, such as incentives for start-up and job sharing programs. Passive labor market policies, such as unemployment benefits, as well as labor taxation render matching significantly more difficult." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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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))
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Literaturhinweis
Crowding-out effect and sorting in competitive labour markets with motivated workers (2018)
Cunyat, Antoni;Zitatform
Cunyat, Antoni (2018): Crowding-out effect and sorting in competitive labour markets with motivated workers. In: Applied Economics Letters, Jg. 26, H. 4, S. 326-330. DOI:10.1080/13504851.2018.1468550
Abstract
"This article makes a contribution to the economics literature by inducing proper self-selection into contracts based on workers' motivation. The novelty of our results is that it points out the alternative potential role of the crowding-out effect to separate workers based on their motivation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupations as labour market institutions: Occupational regulation and its effects on job matching and occupational closure (2018)
Zitatform
Damelang, Andreas, Michael Stops & Martin Abraham (2018): Occupations as labour market institutions. Occupational regulation and its effects on job matching and occupational closure. In: Soziale Welt, Jg. 69, H. 4, S. 406-426., 2018-11-02. DOI:10.5771/0038-6073-2018-4-406
Abstract
"Wir definieren Berufe als Institutionen, die das Bildungssystem mit dem Arbeitsmarkt koppeln und argumentieren, dass Berufe idealtypische Anforderungsprofile von Stellenangeboten darstellen. Auf dieser theoretischen Grundlage erarbeiten wir unterschiedliche Mechanismen, wie berufliche Institutionen und deren Regulierung berufliche Qualifikationen definieren und den Zugang zu Berufen und gleichzeitig Mobilität zwischen Berufen strukturieren. Das Ausmaß der beruflichen Regulierung variiert erheblich zwischen den Berufen. Darauf aufbauend analysieren wir die Auswirkungen der beruflichen Regulierung. Wir zeigen, dass die Regulierung zweiteilige Effekte hat. Erstens erhöht die berufliche Regulierung den Informationsstand sowohl für Arbeitgeber als auch für Arbeitssuchende und verringert somit die Unsicherheit im Matching-Prozess. Zweitens produziert berufliche Regulierung 'closed shops', indem der Zugang zu Berufen eingeschränkt wird. Studien, die sowohl die positiven als auch die negativen Auswirkungen beruflicher Regulierungen berücksichtigen, sind bisher selten. Wir schließen diese Lücke, indem wir zwei zentrale Arbeitsmarktprozesse untersuchen: Job Matching und berufliche Schließung. Um berufliche Regulierung empirisch abzubilden, verwenden wir einen innovativen Indikator und testen unsere Hypothesen mit deutschen Daten. Die Ergebnisse zeigen, dass je stärker die berufliche Regulierung bei sonst gleichen Bedingungen ist, desto weniger aufwändig gestaltet sich der Matching-Prozess für die Vertragspartner. Im Gegensatz dazu wird der Wechsel in eine neue Beschäftigung umso unwahrscheinlicher, je stärker ein Beruf reguliert ist." (Autorenreferat, IAB-Doku)