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Silva, Joaquim & Ana Carvalho (2021): The Work Values of Portuguese Generation Z in the Higher Education-to-Work Transition Phase. In: Social Sciences, Jg. 10, H. 8. DOI:10.3390/socsci10080297

Abstract

"The cohort of young people born with or after the Internet has been dubbed Generation Z (Gen Z, or post-millennials). They are now entering the higher education-to-work transition phase, although this is yet to be studied. Previous studies have found that work values and work preferences vary across generations and national cultures, justifying regular and localised examination. However, very little is known to date about the work values of Portuguese Gen Zs. In this study, we describe the work values of Portuguese university students in the higher education-to-work transition phase and examine their influence on salient work-related preferences. We surveyed over 3000 students attending university degrees from eight main Portuguese universities. We find that Portuguese Gen Zs value social values above all, followed by intrinsic and then extrinsic work values, potentially configuring a unique profile. Work values partially explain work preferences such as employer size and salary expectations. Gender differences mark our results, with women expressing higher work values in all three dimensions and lower entry salary expectations. These results can be useful for employers seeking to attract the best university graduates, facilitate their integration and promote their development." (Author's abstract, IAB-Doku) ((en))

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Socha-Dietrich, Karolina & Jean-Christophe Dumont (2021): International migration and movement of doctors to and within OECD countries - 2000 to 2018. Developments in countries of destination and impact on countries of origin. (OECD health working papers 126), Paris, 44 S. DOI:10.1787/7ca8643e-en

Abstract

"This paper presents the most recent data on the number of migrant doctors in the health workforce in the OECD countries, as well as the impact these regular migration flows have on the countries of origin, including an analysis of the developments since 2000. The objective of this paper is to inform policy dialogue at the national and international levels. The share of migrant doctors has continued to rise over the last two decades across the OECD countries, with around two-thirds of all foreign-born or foreign-trained doctors originating from within the OECD area and upper-middle-income countries. The lower-middle-income countries account for around 30% and low-income countries for 3-4% of the foreign-born and 4% of the foreign-trained doctors. In countries of origin that are large, migration to (other) OECD countries has a moderate impact, but some of the relatively smaller countries or those with weak health systems experience significant losses of (needed) health professionals." (Author's abstract, IAB-Doku) ((en))

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Thielemann, Johannes (2021): Die Veränderung der Chancenverhältnisse auf Führungspositionen akademisch und beruflich Ausgebildeter im Zeitverlauf. (LIfBi working paper 97), Bamberg, 16 S. DOI:10.5157/LIfBi:WP97:1.0

Abstract

"Ziel dieses Working Papers ist es, einen Einblick in die zeitlichen Trends von Bildungsrenditen zu gewähren. Auf Grundlage von einschlägigen Theorien und aktueller Forschung wird überprüft, inwiefern sich die Chancen auf Führungspositionen von Personen mit akademischer Bildung im Vergleich zu Personen mit beruflicher Ausbildung im Zeitraum von 1996 bis 2015 geändert haben. Als Datengrundlage dienen sechs Erhebungen des Mikrozensus, die sowohl einen Einblick in perioden- als auch in kohortenspezifische Muster bieten können. In den durchgeführten multivariaten Analysen zeigt sich, dass die Chancen von Personen mit akademischer Ausbildung auf Führungspositionen im Zeitverlauf tatsächlich gestiegen sind. Die Ergebnisse geben außer‐ dem Hinweise auf eine stärkere Bedeutung des Perioden- als des Kohorteneffekts. Mit diesem Vergleich der Ausbildungswege kann die Arbeit unter anderem dazu beitragen, die sinkende Attraktivität von beruflichen Ausbildungen im Zusammenhang mit ihrer abnehmenden Chance auf Aufstiegsmöglichkeiten zu verstehen. Das Paper schließt mit einer Diskussion der Ergebnisse und ihrer Implikationen." (Autorenreferat, IAB-Doku)

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Trommer, Maximilian, Hildegard Schaeper & Gregor Fabian (2021): KWReq - a new instrument for measuring knowledge work requirements of higher education graduates. In: Journal for labour market research, Jg. 55. DOI:10.1186/s12651-021-00303-2

Abstract

"Starting from the observation that questionnaires for appropriately measuring the changing working conditions and requirements of the highly qualified workforce do not exist, we developed a new German-language instrument focussing on knowledge work. Based on theoretical considerations, we first identified three basic dimensions that constitute knowledge work: novelty, complexity, and autonomy. During the subsequent process of questionnaire development with higher education graduates, including a cognitive pretest, a quantitative development study, and a replication study, these dimensions were operationalised by initially 173 and finally 22 items. Confirmatory factor analysis and structural equation modelling of the data of both the development and the replication study show that the 22-item instrument validly and reliably measures novelty (4 items), complexity with three subdimensions (9 items), and autonomy, also with three subdimensions (9 items). An English version of the questionnaire is available. However, the empirical test of the English-language questionnaire as well as possible refinements of the measurement instrument, which will be discussed in the final section of the paper, are left to future research." (Author's abstract, © 2021 Springer) ((en))

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Warning, Anja (2021): Der akademische Arbeitsmarkt: überdurchschnittlich gute Beschäftigungsperspektiven. In: T. Grüneberg, I. Blaich, J. Egerer, B. Knickrehm, M. Liebchen, L. Lutz, U. Nachtigäller & R. Thiel (Hrsg.) (2021): Handbuch Studienberatung. Berufliche Orientierung und Beratung für akademische Bildungswege, Bd. 1, Bielefeld, UTB S. 331-345, 2021-04-23.

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Zimmer, Lena M. (2021): Bildungsaufstiege in der Wissenschaft. Zur Nicht-Reproduktion sozialer Ungleichheit beim Übergang von der Junior- auf die Lebenszeitprofessur. In: Zeitschrift für Soziologie, Jg. 50, H. 6, S. 415-433. DOI:10.1515/zfsoz-2021-0025

Abstract

"Der Beitrag wendet sich einem in Bildungs- und Ungleichheitssoziologie weitgehend vernachlässigten Phänomen zu: Wie lässt sich die Nicht-Reproduktion sozialer Ungleichheit in einer bereits stark selektierten Population erklären? Untersucht wird, welche Faktoren dazu beitragen, dass Juniorprofessor*innen sog. bildungsferner Herkunft auf eine Lebenszeitprofessur berufen werden. Dieser Frage wird mit eigenen Befragungsdaten nachgegangen, die 2015 unter Juniorprofessor*innen erhoben wurden; die Ungleichheitssoziologie Bourdieus gibt die analytische Perspektive vor. Die Analysen zeigen, dass soziale Aufstiege durch (1) einen Mangel an bürgerlicher Gelassenheit, (2) einen ungerichteten Arbeitseifer und (3) eine asketische Lebensführung der Aufsteiger*innen erklärt werden können. Der Beitrag ergänzt eine eher defizitorientierte Ungleichheitsforschung dahingehend, dass mit einer sog. bildungsfernen Herkunft nicht nur Mängel und Benachteiligungen identifiziert werden, sondern auch Ressourcen, die den sozialen Aufstieg begünstigen." (Autorenreferat, IAB-Doku, © De Gruyter)

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do Mar Pereira, Maria (2021): Researching Gender Inequalities in Academic Labour during the COVID-19 Pandemic: Avoiding Common Problems and Asking Different Questions. In: Gender, work & organization, Jg. 28, H. S2, S. 498-509. DOI:10.1111/gwao.12618

Abstract

"As the COVID‐19 pandemic unfolds, a growing body of international literature is analysing the effects of the pandemic on academic labour and, specifically, on gender inequalities in academia. In that literature, much attention has been devoted to comparing the unequal impacts of COVID‐19 on the research activities of women and men, with studies demonstrating that women's research productivity has been disproportionately disrupted, in ways that are likely to have detrimental effects in the short‐ and long‐term. In this paper, I discuss that emerging literature on gender inequalities in pandemic academic productivity. I reflect on the questions asked, the issues centred and the assumptions made within this literature, devoting particular attention to how authors conceptualise academic labour and productivity, on the one hand, and gender, on the other. I show that this literature makes major contributions to exposing old and new gender inequalities in academia, but argue that it also risks reproducing some problematic assumptions about gender and about academic work. Discussing those assumptions and their effects, I identify some important questions for us to consider as we expand this literature and deepen our understanding of the complex gendered effects of COVID‐19 on academic labour." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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OECD (2021): Reducing the precarity of academic research careers. (OECD science, technology and industry policy papers 113), Paris, 68 S. DOI:10.1787/0f8bd468-en

Abstract

"This report analyses academic research careers, with a focus on the “research precariat”, defined as postdoctoral researchers holding fixed-term positions without permanent or continuous employment prospects. It identifies policies and practices that aim to improve researchers’ well-being, develop more diverse, equitable and inclusive research systems, attract and retain the best talent in academia, and ultimately improve the quality of science. The report presents a conceptual framework and synthesis of available data and policy information. It draws on a survey of OECD countries that included country notes and interviews with policy officials, funders, representatives of research performing organisations and researchers. It offers recommendations and a set of policy options to improve working conditions and professional development, better link funding to human resource policies, make governance more inclusive, promote equal opportunities and diversity, improve human resource management, promote inter-sectoral and international mobility, and develop the evidence base on research careers." (Author's abstract, IAB-Doku) ((en))

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Konsortium Bundesbericht Wissenschaftlicher Nachwuchs (2021): Bundesbericht Wissenschaftlicher Nachwuchs 2021. Statistische Daten und Forschungsbefunde zu Promovierenden und Promovierten in Deutschland. (Bundesbericht Wissenschaftlicher Nachwuchs 4), Bielefeld: wbv Publikation, 244 S. DOI:10.3278/6004603aw

Abstract

"Der Bericht präsentiert empirische Befunde zur Situation des wissenschaftlichen Nachwuchses in Deutschland. Schwerpunktthema der Ausgabe 2021 sind die Karriereverläufe Promovierter, weitere Themen sind Arbeits- und Beschäftigungsbedingungen, Qualifizierungsbedingungen in der Promotionsphase, Übergänge in die Qualifizierung sowie Karrierewege und berufliche Perspektiven nach der Promotion. Die Personalstruktur und -entwicklung, Vereinbarkeit von Familie und akademischer Karriere, Mobilitätsverhalten und Analysen zu Fachkulturen werden ebenfalls behandelt. Basis des Berichtes sind Daten aus amtlichen Statistiken sowie aus regelmäßig durchgeführten Befragungen. Vergleichbarkeit und Einordnung der Befunde stehen bei der Aufbereitung der Daten im Mittelpunkt. Der Bericht schafft eine Wissensbasis für Hochschulen und Forschungseinrichtungen, Interessenvertretungen, Förderorganisationen und Entscheidungsträger:innen in Bund und Ländern." (Autorenreferat, IAB-Doku)

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Gemeinsame Wissenschaftskonferenz (2021): Chancengleichheit in Wissenschaft und Forschung. 25. Fortschreibung des Datenmaterials (2019/2020) zu Frauen in Hochschulen und außerhochschulischen Forschungseinrichtungen. (Materialien der GWK 25 75), Bonn, 87, 29 S.

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Deutscher Akademischer Austauschdienst (2021): Geschlecht und Hochschulinternationalität. (HSI Wissen+ 2021,01), Bonn, 25 S. DOI:10.46686/HSIMonitor.2021.k1

Abstract

"Die Gleichstellung der Geschlechter in der Wissenschaft ist der Allianz der Wissenschaftsorganisationen, dem Zusammenschluss der Wissenschafts- und Forschungsorganisationen in Deutschland, ein wichtiges Anliegen. Das Online-Datenportal „HSI-Monitor: Profildaten zur Hochschulinternationalität“ ermöglicht umfassende Auswertungsmöglichkeiten zur Geschlechterverteilung in allen personenrelevanten Themenbereichen der Internationalisierung. Diese bilden die Grundlage der vorliegenden Kurzanalyse HSI-Wissen+: Geschlecht und Hochschulinternationalität. Die Auswertungen analysieren dabei nicht nur die Personengruppen mit direktem Bezug zur Internationalität der Hochschulen (zum Beispiel Bildungsausländerinnen und Bildungsausländer im Studium oder Personal mit ausländischer Staatsbürgerschaft), sondern auch die relevanten Gesamtgruppen (Studierende insgesamt, Personal insgesamt), um Kontext und Bezugspunkte klarzustellen und damit eine bessere Einschätzung der Geschlechterdynamiken und ihrer Ursachen zu ermöglichen." (Autorenreferat, IAB-Doku)

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Bundesministerium für Bildung und Forschung (2021): Deutschlands Attraktivität für Spitzenforscherinnen und Spitzenforscher sowie Spitzenfachkräfte steigern (Brain Gain). Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion der FDP (Drucksache 19/32045). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/32468 (14.09.2021)), 16 S.

Abstract

Der internationale Wettbewerb um akademisch Hochqualifizierte ist hart: Diese können sich in der Regel aussuchen, an welchem Ort sie forschen, arbeiten und leben wollen und ziehen aus Deutschland weg, sobald die Rahmenbedingungen nachteilig werden. In diesem Zusammenhang finden es die Fragesteller beunruhigend, dass die OECD und die Bertelsmann-Stiftung Ende 2019 zu dem Schluss gekommen sind, dass sich Deutschland unter den damals 35 OECD-Ländern nur auf Rang 12 in puncto Anziehungskraft für hochqualifizierte Akademikerinnen und Akademiker befindet. In ihrer Antwort verweist die Bundesregierung auf Studien zur Bewertung von Wanderungsbewegungen des wissenschaftlichen Personals. Der Deutsche Akademische Austauschdienst plant für das Jahr 2022 eine umfassende Studie zu internationalen Wissenschaftlerinnen und Wissenschaftlern in Deutschland, um auf dieser Basis Vorschläge entwickeln zu können, wie die Attraktivität Deutschlands für diese Zielgruppe weiter gesteigert werden kann und die Zugangswege für internationale Forscherinnen und Forscher in das deutsche Hochschul- und Forschungssystem optimiert werden können. Die strategische Gewinnung wissenschaftlichen Personals betreiben die Hochschulen dabei in eigener Verantwortung. Die aus Mitteln des Bundesministeriums für Bildung und Forschung finanzierte Alexander von Humboldt-Professur bietet weltweit führenden Wissenschaftlerinnen und Wissenschaftlern aus dem Ausland eine dauerhafte Perspektive in Deutschland. (IAB)

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Altonji, Joseph G. & Ling Zhong (2020): The Labor Market Returns to Advanced Degrees. (NBER working paper 26959), Cambridge, Mass., 83 S. DOI:10.3386/w26959

Abstract

"We estimate the labor market return to an MBA, a JD, and master’s in engineering, nursing, education, psychology and social work, and thirteen other graduate degrees. To control for heterogeneity in preferences and ability, we use fixed effects for combinations of field-specific undergraduate and graduate degrees obtained by the last time we observe an individual. Basically, we compare earnings before the graduate degree to earnings after the degree. We find large differences across graduate fields in earnings effects, and more moderate differences in internal rates of return that account for program length and tuition. The returns often depend on the undergraduate major. The contribution of occupational upgrading to the earnings gain varies across degrees. Finally, simple regression-based estimates of returns to graduate fields are often highly misleading." (Author's abstract, IAB-Doku) ((en))

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Becker, Regina & Céline Teney (2020): Understanding high-skilled intra-European migration patterns. The case of European physicians in Germany. In: Journal of Ethnic and Migration Studies, Jg. 46, H. 9, S. 1737-1755. DOI:10.1080/1369183X.2018.1561249

Abstract

"This paper investigates migration patterns of European physicians in Germany as an example of high-skilled intra-EU migration. We define migration patterns as the migrants' original migration decisions and the intended length of stay in their destination country. Our analysis is based on an original mixed-method study that consists of a survey (N?=?1,225) and 22 semi-structured follow-up interviews with physicians from throughout the EU. Based on our data, we distinguish three classes of migration patterns: (1) 'traditional labour migrants', who emphasise economic and work-related migration reasons and intend to stay in Germany permanently, (2) 'career seekers', whose migration was triggered by the quality and content of employment and who only moved temporarily, and (3) 'family settlers', who indicate family reasons as crucial factors in their migration decision and mainly intend to remain in Germany. Western European physicians are overrepresented in the family settlers' class, while Eastern European physicians are more likely to belong to the traditional labour migrants' class. As an overarching concept to trace intra-EU migration is lacking, we hope to contribute to the emerging field of intra-EU migration research with an in-depth empirical study that accounts for differences in migration patterns with respect to different regions of origin." (Author's abstract, IAB-Doku) ((en))

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Benson, Wendi L., Tahira M. Probst, Lixin Jian, Kristine J. Olson & Maja Graso (2020): Insecurity in the Ivory Tower: Direct and indirect effects of pay stagnation and job insecurity on faculty performance. In: Economic and Industrial Democracy, Jg. 41, H. 3, S. 693-708. DOI:10.1177/0143831X17734297

Abstract

"Despite unprecedented cuts to public funding of state universities, little research has examined economic stressors in academia. This study addresses this gap in research by examining the direct and indirect relationships of pay stagnation and job insecurity to performance among a sample of 355 faculty members from a public university in the United States undergoing major budget cuts. In line with job stress and psychological contract breach theories, among tenured faculty, both job insecurity and pay stagnation were indirectly related to lower performance via job satisfaction. Among non-tenured faculty, only pay stagnation had a significant adverse relationship with job satisfaction. Given the difficulty of guaranteed job security or pay raises during times of austerity, organizational interventions designed to improve job satisfaction may be more efficacious. Such interventions might help ameliorate the negative impact of economic stressors on the performance of tenured faculty." (Author's abstract, IAB-Doku) ((en))

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Biagi, Federico, Jonatan Castano Munoz & Giorgio Di Pietro (2020): Mismatch between Demand and Supply among higher education graduates in the EU. (JRC technical report), Brüssel, 21 S. DOI:10.2760/003134

Abstract

"The misalignment between demand and supply contributes to the labour market problems experienced by many recent graduates in Europe. Not only does the growth in the number of recent university graduates differ from the growth in job vacancies potentially available for them, but also a large number of individuals end up completing their tertiary degree in subjects for which there is little demand or for which there is an excess of supply relative to demand. In an attempt to investigate whether the EU is expected to generate the appropriate number and type of graduates, this study compares projections on forecasted graduate labour market development tendencies made by Cedefop between 2016 and 2030 with estimated trends in the supply of tertiary graduates during the same period. The analysis predicts that, while a rough balance between graduate demand and supply is likely to emerge at aggregate level, there will be a small surplus of graduates in the fields of ICT and a more relevant one in Science and Engineering. Results, however, significantly differ across individual EU Member States." (Author's abstract, IAB-Doku) ((en))

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Bičáková, Alena, Matias Cortes & Jacopo Mazza (2020): Caught in the Cycle: Economic Conditions at Enrollment and Labor Market Outcomes of College Graduates. (IZA discussion paper 13561), 62 S.

Abstract

"We find robust evidence that cohorts of male graduates who start college during worse economic times earn higher average wages than those who start during better times. This gap is not explained by differences in selection into employment, in economic conditions at the time of college graduation, or in field of study choices. Graduates who enroll in bad times are not more positively selected based on their high-school outcomes, but they achieve higher college grades, sort into higher-paying occupations, and earn higher wages conditional on their grades. We find similar but less robust patterns for female graduates. Our results suggest that individuals who enroll during economic downturns exert more effort during their studies." (Author's abstract, IAB-Doku) ((en))

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Buchmueller, Gerda & Ian Walker (2020): The Graduate Wage and Earnings Premia and the Role of Non-Cognitive Skills. (IZA discussion paper 13248), 38 S.

Abstract

"Estimates of the graduate earnings premium typically do not allow for the effect of non-cognitive skills. Since such skills are unobservable in most datasets there is a concern that existing estimates of the graduate premium are contaminated by selection on such unobservables. We use data on a young cohort of individuals that allows us to control for the effects of non-cognitive skills. We find that the inclusion of non-cognitive skills, themselves jointly significantly positive reduces the estimated returns by an insignificant 1-2 percentage points from an average of 10-12%. Our second contribution is motivated by the greater reliance on administrative datasets in recent research that has focused on annual earnings rather than hourly wages and our results show that the graduate earnings differential is significantly greater than the wage differential. Since we use estimation methods that are NOT robust to selection on unobservables, we adopt Oster (2016) tests to show that it would take an implausible degree of selection on unobservables to drive our estimated wage and earings returns to zero, and that a plausible lower bound to returns is around one-quarter to one-third below the OLS returns. We further find heterogeneous returns by broad major group and elite university, and we find large degree class differentials." (Author's abstract, IAB-Doku) ((en))

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Burkhardt, Anke, Aaron Philipp, Philipp Rediger & Jens-Heinrich Schäfer (2020): Personalstrukturentwicklung und Personalentwicklung. Studie im Rahmen des Bundesberichts Wissenschaftlicher Nachwuchs (BuWiN) 2021. (Bundesbericht Wissenschaftlicher Nachwuchs 4,B1), Wittenberg, 265 S.

Abstract

"Die vierte Ausgabe des Bundesberichts für den Wissenschaftlichen Nachwuchs (Bu­WiN) stellt statistische Daten und empirische Forschungsbefunde bereit. Ergänzend zum fortlaufenden Daten-Mo­nitoring greift er jeweils wechselnde Themen auf, die von besonderer hochschulpolitischer Re­levanz sind. Hierzu hat HoF eine Studie zum Thema "Personalstrukturentwicklung und Personalentwicklung" übernommen. Erkenntnisgewinn versprechen die von der Bundesstatistik neu erfassten Merkmale, mit deren Hilfe Aussagen zum Qualifikationsniveau und zu laufenden Promotions- und Habilitationsverfahren der Wissenschaftler.innen in Kombination mit Finanzierungsart und Beschäftigungsumfang getroffen werden können. Seit kurzem sind auch Daten zu Tenure-Track-Professor.innen und Nachwuchsgruppenleiter.innen verfügbar. Ergänzend zur Statistik wird untersucht, welche Regelungen zur Tenure-Track-Pro­fessur in den Landeshochschulgesetzen getroffen wurden, werden Stellenanzeigen für den promovierten wissenschaftlichen Nachwuchs ausgewertet und die Personalentwicklung an ausgewählten Universitäten und den vier außeruniversitären Forschungsorganisationen untersucht." (Autorenreferat, IAB-Doku)

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Domke, Friedrun (2020): Das Befristungsrecht des wissenschaftlichen Personals an deutschen Hochschulen zwischen wissenschaftlicher Dynamik und sozialer Sicherheit. Eine Untersuchung des Wissenschaftszeitvertragsgesetzes. (Arbeits- und Sozialrecht 161), Baden-Baden: Nomos, 392 S. DOI:10.5771/9783748907336

Abstract

"Art. 5 Abs. 3 des Grundgesetzes verpflichtet den Staat, die Pflege der freien Wissenschaft und ihre Vermittlung an die nachfolgende Generation durch die Bereitstellung von personellen, finanziellen und organisatorischen Mitteln zu ermöglichen und zu fördern. Dazu gehört auch, planbare und verlässliche Karrierewege zu schaffen und die arbeitsrechtlichen Rahmenbedingungen für die Arbeit an der Hochschule zu gewährleisten. Das Wissenschaftszeitvertragsgesetz hat sich zum Ziel gesetzt, die dafür erforderliche Rechtssicherheit und Transparenz zu schaffen. Die Anzahl und die Längen der Befristungen an den Hochschulen stehen jedoch weiter in der Kritik. Unsachgemäße Kurzbefristungen und Kettenbefristungen sollten durch die Novellierung unter anderem eingedämmt werden. Die Autorin untersucht anhand der einzelnen existierenden Rechtsprobleme, ob das fortdauernde Ziel des Gesetzes durch die letzte Überarbeitung wieder mehr fokussiert wurde und unterbreitet Lösungsvorschläge für eine Verbesserung der Situation." (Autorenreferat, © Nomos)

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Ehrmantraut, Laura, Pia Pinger & Renske Stans (2020): The Expected (Signaling) Value of Higher Education. (IZA discussion paper 13729), Bonn, 60 S.

Abstract

"This paper explores students' expectations about the returns to completing higher education and provides first evidence on perceived signaling and human capital effects. We elicit counterfactual labor market expectations for the hypothetical scenarios of leaving university with or without a degree certificate among a large and diverse sample of students at different stages of higher education. Our findings indicate substantial perceived returns to higher education. Moreover, by exploiting within-individual variation, we document sizeable expected labor market returns from signaling, whereas perceived productivity-enhancing (human capital) returns seem to be less pronounced. Over the expected course of career, we find lasting education premia as well as evidence consistent with employer learning." (Author's abstract, IAB-Doku) ((en))

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Konegen-Grenier, Christiane & Beate Placke (2020): Die Bedeutung von Auslandserfahrung für den Karriereerfolg von Hochschulabsolventen auf dem deutschen Arbeitsmarkt. DAAD-Wirkungsstudie Langfassung : Endbericht. Bonn, 189 S.

Abstract

"Zum vierten Mal seit 2007 hat der DAAD 2019 in Zusammenarbeit mit dem Institut der deutschen Wirtschaft Arbeitgeber in Deutschland nach dem Stellenwert von Auslandserfahrung bei Akademikerinnen und Akademikern gefragt. Untersucht wurde erneut die Bedeutung von Auslandserfahrung im Studium für den Berufseinstieg. Zusätzlich wurde erstmals auch nach der Bedeutung von Auslandserfahrung für den späteren Karriereverlauf gefragt. Neben der Ausweitung des Untersuchungsgegenstands wurde auch methodisch ein zukunftsweisender Ansatz gewählt. Personaler wurden danach gefragt, welche Kompetenzen für sie bei der Einstellung und späteren Auswahl von Führungskräften ausschlaggebend sind." (Autorenreferat, IAB-Doku)

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Ghosh, Sucharita & Emanuele Grassi (2020): Overeducation and overskilling in the early careers of PhD graduates. Does international migration reduce labour market mismatch? In: Papers in Regional Science, Jg. 99, H. 4, S. 915-944. DOI:10.1111/pirs.12509

Abstract

"This paper examines the effect of international mobility on the education-job mismatch and skill-mismatch of PhD graduates after controlling for self-selection into cross-border mobility. Using individual-level data from two waves of surveys of PhD recipients in Italy conducted by the Italian National Institute of Statistics, we find that migration to foreign countries reduces significantly the risk of overeducation and overskilling. These results remain robust to different empirical methodologies and subsamples." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Gomes de Araujo, Anelise (2020): Networking, Employment Services and Information. Key Findings from a Survey on Intra-EU Mobility of High-Skilled Women. In: International Migration online erschienen am 11.09.2020, S. 1-17. DOI:10.1111/imig.12744

Abstract

"Empirical evidence demonstrates that there has been a significant increase in the number of high-skilled mobile workers in the European Union. Given scant understanding of the experience of female high-skilled intra-EU mobiles, this paper uses unique qualitative data collected through an online survey to investigate their labour market integration. Findings highlighted two main features: first, the use of social networks as an essential strategy on job search and entry; and second, the inadequate availability and access to support services and relevant information. The paper draws on these findings to advocate for a gender perspective about the experiences and outcomes, as well as responses to obstacles in the path of labour market integration of high-skilled intra-EU workers. This is relevant to avoid having these workers? experience invisible and thus to suggest consistent labour market activation policies in support of this group, particularly towards those looking for work opportunities and older workers." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Heinisch, Dominik, Johannes König & Anne Otto (2020): A supervised machine learning approach to trace doctorate recipients’ employment trajectories. In: Quantitative Science Studies, Jg. 1, H. 1, S. 94-116., 2019-08-03. DOI:10.1162/qss_a_00001

Abstract

"Only scarce information is available on doctorate recipients' career outcomes (BuWiN, 2013). With the current information base, graduate students cannot make an informed decision on whether to start a doctorate or not (Benderly, 2018; Blank et al., 2017). However, administrative labor market data, which could provide the necessary information, are incomplete in this respect. In this paper, we describe the record linkage of two data sets to close this information gap: data on doctorate recipients collected in the catalog of the German National Library (DNB), and the German labor market biographies (IEB) from the German Institute of Employment Research. We use a machine learning-based methodology, which (a) improves the record linkage of data sets without unique identifiers, and (b) evaluates the quality of the record linkage. The machine learning algorithms are trained on a synthetic training and evaluation data set. In an exemplary analysis, we compare the evolution of the employment status of female and male doctorate recipients in Germany." (Author's abstract, IAB-Doku) ((en))

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Huang, Junming, Alexander J. Gates, Roberta Sinatra & Albert-Laszlo Barabasi (2020): Historical comparison of gender inequality in scientific careers across countries and disciplines. In: Proceedings of the National Academy of Sciences of the United States of America, Jg. 117, H. 9, S. 4609-4616. DOI:10.1073/pnas.1914221117

Abstract

"Empirical evidence suggests significant gender differences in the total productivity and impact of academic careers across science, technology, engineering, and mathematics (STEM) fields. Paradoxically, the increase in the number of women academics over the past 60 years has increased these gender differences. Yet, we find that men and women publish a comparable number of papers per year and have equivalent career-wise impact for the same total number of publications. This suggests the productivity and impact of gender differences are explained by different publishing career lengths and dropout rates. This comprehensive picture of gender inequality in academic publishing can help rephrase the conversation around the sustainability of women’s careers in academia, with important consequences for institutions and policy makers.There is extensive, yet fragmented, evidence of gender differences in academia suggesting that women are underrepresented in most scientific disciplines and publish fewer articles throughout a career, and their work acquires fewer citations. Here, we offer a comprehensive picture of longitudinal gender differences in performance through a bibliometric analysis of academic publishing careers by reconstructing the complete publication history of over 1.5 million gender-identified authors whose publishing career ended between 1955 and 2010, covering 83 countries and 13 disciplines. We find that, paradoxically, the increase of participation of women in science over the past 60 years was accompanied by an increase of gender differences in both productivity and impact. Most surprisingly, though, we uncover two gender invariants, finding that men and women publish at a comparable annual rate and have equivalent career-wise impact for the same size body of work. Finally, we demonstrate that differences in publishing career lengths and dropout rates explain a large portion of the reported career-wise differences in productivity and impact, although productivity differences still remain. This comprehensive picture of gender inequality in academia can help rephrase the conversation around the sustainability of women’s careers in academia, with important consequences for institutions and policy makers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Huesmann, Monika, Moira Calveley, Paul Smith, Cynthia Forson & Lisa Rosenbaum (2020): The sticky steps of the career ladder for engineers: the case of first-generation students in Germany. In: Work Organisation, Labour and Globalisation, Jg. 14, H. 2, S. 81-97. DOI:10.13169/workorgalaboglob.14.2.0081

Abstract

"Although governments and higher education institutions across Europe are promoting agendas for widening the educational participation and increasing the social mobility of young people from lower socio-economic groups, very little has been written about the experiences of these individuals when seeking and entering employment. We aim to address this gap. Using a qualitative research approach, we explore the career expectations, experiences and limitations of first-generation university engineering students and graduates in Germany. The article draws upon the work of Pierre Bourdieu to demonstrate how social and cultural capitals instilled by parents and social peers are invaluable in developing personal and professional networks and eventual entry into the engineering professions. A lack of, or underdeveloped, capitals can inhibit career opportunities and ultimately the social mobility and professional choices of graduate engineers. Our research discovered that university graduates from less advantaged backgrounds face a 'class ceiling' at university, in obtaining an internship and then when gaining entry to and working in the engineering profession; they encounter 'sticky steps' at each stage of their career ladder." (Author's abstract, IAB-Doku, © Pluto Journals Ltd.) ((en))

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Joachim, Stephanie C., Diane Bitzinger, Hannah Arnold, Johannes Lermann, Thekla H. Oechtering, Sarah Schott, Kevin Schulte & Matthias Raspe (2020): Die Arbeits- und Weiterbildungssituation junger Ärztinnen und Ärzte in Deutschland. Eine zusammenfassende Analyse von Befragungsergebnissen aus sechs Fachrichtungen. In: Das Gesundheitswesen, Jg. 82, H. 3, S. 227-235. DOI:10.1055/a-0945-9387

Abstract

"Ziel der Studie: Die Arbeits- und Weiterbildungsbedingungen junger Ärzte in Deutschland haben sich im Zuge weitreichender Veränderungen im Gesundheitssystem über die letzten Jahre geändert. Daher sollten deutschlandweite Umfragen unter jungen Ärzten mehrerer Fachdisziplinen gemeinsam analysiert werden, um einen aktuellen fachübergreifenden Eindruck der Zustände in ihrem Arbeitsalltag zu erhalten. Methodik: Daten aus webbasierten Befragungen von jungen Ärzten aus 6 Fachrichtungen wurden einer Sekundäranalyse unterzogen. Einen Schwerpunkt bildete dabei das Modell beruflicher Gratifikationskrisen zur Beurteilung psychosozialer Arbeitsbelastung. Ergebnisse: Es wurden Daten von insgesamt 4041 Teilnehmern analysiert. Im Arbeitsalltag werden junge Ärzte mit einem hohen Anteil nicht unmittelbar ärztlicher Aufgaben belastet. Instrumente einer guten Weiterbildung, wie Weiterbildungsverträge, feste Curricula und regelmäßige Weiterbildungsgespräche, sind mit einer geringeren psychosozialen Arbeitsbelastung assoziiert, die unter den Teilnehmern insgesamt stark ausgeprägt war. Ein ökonomischer Einfluss auf ärztlich-fachliche Entscheidungen ist unter den Teilnehmern subjektiv deutlich vorhanden. Schlussfolgerung: Viele junge Ärzte empfinden die aktuellen Arbeits- und Weiterbildungsbedingungen im ärztlichen Arbeitsumfeld als unbefriedigend. Dies kann nicht nur Konsequenzen für die betroffenen Ärzte selbst, sondern auch für die von ihnen versorgten Patienten haben. Ein gesundes Arbeitsumfeld mit gesunden Fachkräften in der Patientenversorgung ist daher von zentraler Bedeutung und sollte im Fokus aller an der Organisation des Gesundheitswesens beteiligten Partner stehen." (Autorenreferat, IAB-Doku)

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Leenders, Joke, Inge L. Bleijenbergh & Marieke C. L. van den Brink (2020): Myriad potential for mentoring: Understanding the process of transformational change through a gender equality intervention. In: Gender, work & organization, Jg. 27, H. 3, S. 379-394. DOI:10.1111/gwao.12385

Abstract

"This paper contributes to understanding transformational change towards gender equality by examining the transformational change potential of a mentoring programme for women, a type of gender equality intervention both criticized and praised for its ability to bring about change. Drawing upon an empirical case study of a mentoring programme for women academics in a Dutch university, we explore three dimensions of transformational change: organizational members 1) discussing and reflecting upon gendered organizational norms and work practices, 2) creating new narratives, and 3) experimenting with new work practices. Our findings indicate five specific conditions that enable transformational change: cross-mentoring, questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest these conditions should be taken into account when (re)designing effective organizational gender equality interventions." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Leendertz, Ariane (2020): Wissenschaftler auf Zeit. Die Durchsetzung der Personalpolitik der Befristung in der Max-Planck-Gesellschaft seit den 1970er-Jahren. (MPIFG discussion paper / Max-Planck-Institut für Gesellschaftsforschung 2020,15), Köln, 35 S.

Abstract

"Die Mehrheit des wissenschaftlichen Personals an den Hochschulen und außeruniversitären Forschungseinrichtungen in Deutschland ist heute befristet beschäftigt. Der Beitrag rekonstruiert die Ursachen und Dynamiken dieser Entwicklung, die in den 1970er-Jahren begann, am Gegenstand der Max-Planck-Gesellschaft. Lag der Befristungsanteil 1976 lediglich bei 15,7 Prozent, stieg er bis 2016 auf 69,2 Prozent an. Die Beweggründe der MPGSpitze, die die Möglichkeiten der Befristung über die Jahre immer weiter ausdehnte, veränderten sich dabei über die Zeit. Sollten Zeitverträge in den 1970er- und 1980er-Jahren zuerst dazu beitragen, die personelle Mobilität im Bereich des Mittelbaus zu erhalten und eine Überalterung des wissenschaftlichen Personals sowie Stellenblockaden zu verhindern, traten im Verlauf der 1990er-Jahre strategische Organisationsinteressen in den Vordergrund. Um die Jahrtausendwende verfestigte sich die Überzeugung, dass die MPG über ein größtmögliches Maß personeller und institutioneller Flexibilität verfügen müsse, um sich im globalen Wettbewerb der Forschungsorganisationen um Reputation und Leitungspersonal behaupten zu können. Je mehr wissenschaftliche Beschäftigte nur befristet angestellt waren, desto leichter war es, obsolete Abteilungen und Institute zu schließen, stattdessen neue zu gründen und den neu berufenen Direktorinnen und Direktoren aus der ganzen Welt so viele freie Wissenschaftlerstellen wie möglich anzubieten." (Autorenreferat, IAB-Doku)

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Lehnert, Patrick, Curdin Pfister & Uschi Backes-Gellner (2020): Employment of R&D personnel after an educational supply shock: Effects of the introduction of Universities of Applied Sciences in Switzerland. In: Labour Economics, Jg. 66. DOI:10.1016/j.labeco.2020.101883

Abstract

"We examine whether firms increase their employment of R&D personnel in response to an expansion of tertiary education institutions, i.e., a supply shock of skilled labor. We use the staggered introduction of Universities of Applied Sciences (UASs) in Switzerland as a quasi-natural experiment to identify causal effects. Firms located near a new UAS campus experience an education-driven labor supply shock in the form of UAS graduates newly entering the local labor market. Using a large representative firm survey and applying a difference-in-differences model, we find that this labor supply shock has positive effects: first, on the percentage of R&D personnel relative to total employment and, second, on the percentage of total wages paid to them. These effects are driven by both very small firms (five to nine employees) and very large ones (5,000 or more). Our findings suggest that a tertiary education expansion can stimulate innovation activities by increasing the personnel resources devoted to R&D." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Leighton, Margaret & Jamin D. Speer (2020): Labor market returns to college major specificity. In: European Economic Review, Jg. 128. DOI:10.1016/j.euroecorev.2020.103489

Abstract

"This paper develops a new approach to measuring human capital specificity, in the context of college majors, and estimates its labor market return over a worker's life cycle. To measure specificity, we propose a novel method grounded in human capital theory: a Gini coefficient of earnings premia for a major across occupations. Our measure captures the notion of skill transferability across jobs. Education and nursing are the most specific majors, while philosophy and psychology are among the most general. Using data from the American Community Survey, we find that the most specific majors typically pay off the most, with an early-career earnings premium of about 5–6% over average majors (15-20% over the most general majors), driven by higher hourly wages. General majors lag far behind at every age. Despite their earnings advantage, graduates from specific majors are the least likely to hold managerial positions, with graduates from majors of average specificity being the most likely to do so. It may be that managerial positions require a mix of specific knowledge and broadly applicable skills." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

Zitatform

(2020): Women in economics. London: CEPR Press, 135 S.

Abstract

"Women are substantially under-represented in the field of economics. Few women reach senior positions in the profession, even though over the last few decades, between 30% and 35% of PhDs in economics have been earned by women. Women in economics face clear barriers to field entry and professional success that are distinct from those in other mathematics-focused fields. Women also appear to face implicit bias in the assessment of their research and other professional contributions that limit their success and persistence in the field This book, featuring leading experts on the issue of gender in economics, examines the role and progress of women in professional economics, reviews the barriers women that face at various stages of the training and promotional pipeline, evaluates programmes designed to support and encourage female economists, and discusses the benefits of greater gender equality across the economics research professions. Beginning with an overview of the representation of women in economics departments in the United States and in Europe, the opening chapters highlight the scarcity of Black women in American economics and provide some background on the ‘first gender reckoning’ of economics. Later chapters examine the forces that discourage women from majoring in economics as undergraduates and how they might be combatted, and on the paths to success for female graduate students. The book also documents differential treatment of women in the evaluation of research for publication and acceptance at conferences, as well as gender differences in collaborative networks that may affect research productivity. The ‘leaky pipeline’ in economics is reviewed, with a focus on the promotion gender gap in academics and central banking, and institutional factors that contribute to that gap, including gender bias in student evaluations and the inequitable consequences of gender-neutral tenure-clock-extension policies. The concluding chapters returns to policies and programmes that can support women and combat bias at all stages of the professional pipeline in economics." (Author's abstract, IAB-Doku) ((en))

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Mumford, Karen & Cristina Sechel (2020): Pay and job rank among academic economists in the UK: Is gender relevant? In: BJIR, Jg. 58, H. 1, S. 82-113. DOI:10.1111/bjir.12468

Abstract

"This article presents and explores a rich new data source to analyse the determinants of pay and job rank among academic economists in the UK. Characteristics associated with individual productivity and workplace features are found to be important determinants of the relative wage and promotion structure in this sector. However, there is also a substantial unexplained gender pay gap. Men are considerably more likely to work in higher paid job ranks where there are also substantial within-rank gender pay gaps. We show that the nature of the gender pay gap has changed over the last two decades; but its size has not, suggesting a role for suitable policy intervention." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Myers, Kyle R., Wei Yang Tham, Yian Yin, Nina Cohodes, Jerry G. Thursby, Marie C. Thursby, Peter Schiffer, Joseph T. Walsh, Karim R. Lakhani & Dashun Wang (2020): Unequal effects of the COVID-19 pandemic on scientists. In: Nature Human Behaviour, Jg. 4, H. 9, S. 880-883. DOI:10.1038/s41562-020-0921-y

Abstract

"COVID-19 has not affected all scientists equally. A survey of principal investigators indicates that female scientists, those in the 'bench sciences' and, especially, scientists with young children experienced a substantial decline in time devoted to research. This could have important short- and longer-term effects on their careers, which institution leaders and funders need to address carefully." (Author's abstract, IAB-Doku) ((en))

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Netz, Nicolai (2020): Determinanten und berufliche Effekte der internationalen Mobilität von Wissenschaftler*innen. Schlussbericht zum SciMo-Projekt. Hannover, 18 S. DOI:10.13140/RG.2.2.18219.87848

Abstract

"Im Rahmen des Projekts wurde untersucht, welche Faktoren beeinflussen, ob Wissenschaftler*innen international mobil werden, und welche Effekte internationale Mobilität auf die Karrieren von Wissenschaftler*innen hat. Es wurde ebenfalls thematisiert, inwiefern mögliche berufliche Effekte internationaler Mobilität spezifisch für physische grenzüberschreitende Mobilität bzw. durch Formen virtueller Mobilität substituierbar sind." (Autorenreferat, IAB-Doku)

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Nicolaus, Meike & Stephanie Duchek (2020): 20 Jahre Bologna und Beschäftigungsfähigkeit – Eine qualitative Studie zu Einflussmöglichkeiten der Hochschulausbildung auf die Resilienz von Absolventinnen und Absolventen. In: Beiträge zur Hochschulforschung, Jg. 42, H. 1/2, S. 56-80.

Abstract

"Kernziel der vor 20 Jahren geschlossenen „Bologna“-Erklärung ist unter anderem die Steigerung der Beschäftigungsfähigkeit von Hochschulabsolventinnen und -absolventen. Vor dem Hintergrund einer komplexen und dynamischen Arbeitswelt überrascht es kaum, dass in diesem Zusammenhang Resilienz als eine zentrale Fähigkeit künftiger Fach- und Führungskräfte zunehmend an Bedeutung gewinnt. Die Forschung zum Thema „Resilienz im Hochschulkontext“ beschäftigt sich jedoch meist mit der Reduzierung von Studienabbrecherquoten und weniger mit Resilienzentwicklung für die spätere Arbeitswelt. Somit findet sich auch keine umfassende Darstellung der verschiedenen hochschulseitigen Einflussbereiche auf Resilienz. Diese Lücke soll mit unserem Beitrag geschlossen werden. Aufbauend auf den Ergebnissen eines systematischen Literaturreviews wurden 25 Experteninterviews mit Hochschulmitgliedern verschiedener Bereiche, mit denen Studierende im Laufe des Studiums in Kontakt kommen, durchgeführt und inhaltsanalytisch ausgewertet." (Autorenreferat, IAB-Doku)

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Pfeiffer, Friedhelm & Holger Stichnoth (2020): Fiscal and individual rates of return to university education with and without graduation. (ZEW discussion paper 2020-016), Mannheim, 13 S.

Abstract

"Based on a detailed model of the German tax-benefit system, this paper simulates private and fiscal returns to education for college graduates and college dropouts. Completing a five-year college degree is found to be associated with an internal rate of return (IRR) of 14.2% for gross earnings, 7.4% for disposable income, and 6.6% for the net fiscal contribution. Individuals who drop out of college after two years, and subsequently complete a three-year period of vocational training, are found to have negative IRRs: -0.5% for gross earnings and -5.9% for both disposable income and the net fiscal contribution. In a series of counterfactual experiments, we explore how these returns react to changes in gross earnings, expenditure per student, and the level of income tax payments." (Author's abstract, IAB-Doku) ((en))

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Rehs, Andreas & Michaela Fuchs (2020): Career paths of PhD graduates in eastern and western Germany. Same qualification, same labor market outcomes? (IAB-Discussion Paper 01/2020), Nürnberg, 45 S.

Abstract

"Dieses Papier geht der Frage nach, ob die regionale Herkunft ein Hindernis für die Inanspruchnahme der Bildungserträge einer Promotion darstellt. Ostdeutschland bietet hierfür aufgrund der anhaltenden Diskussionen über die Unterrepräsentation von Ostdeutschen in bundesdeutschen Spitzenpositionen ein gutes Beispiel. Wir untersuchen die Erwerbsbiografien ost- und westdeutscher Promovierter, die ihre Dissertationen zwischen 1995 und 2010 beendet haben, um herauszufinden, ob ein ostdeutscher Hintergrund die Bildungserträge reduziert. Diese messen wir anhand einer ausbildungsadäquaten Beschäftigung und hoher Löhne. Unser Datensatz kombiniert Informationen zu Promovierten und ihrem Geburtsort mit administrativen Daten und stellt damit einen einmaligen Datensatz für die Untersuchung der Erwerbbiografien ost- und westdeutscher Promovierter dar. Unsere Ergebnisse weisen weder dem Geburtsort noch dem Standort der Universität, an der die Promotion abgelegt wurde, einen signifikanten Einfluss auf die Bildungserträge zu. Eine zentrale Rolle spielt allerdings der Arbeitsort in Ostdeutschland. Er reduziert die Chancen auf hohe Löhne, was die Bedeutung der Unterschiede in den wirtschaftlichen Bedingungen in Ost- und Westdeutschland für die Arbeitsmarktaussichten der Promovierten betont." (Autorenreferat, IAB-Doku)

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Sargsyan, Marine & David Cairns (2020): Home or away? Pathways to employment for the highly qualified in Armenia after the Velvet Revolution. In: Young. Nordic Journal of Youth Research, Jg. 28, H. 3, S. 259-274. DOI:10.1177/1103308819861793

Abstract

"In this article, we take a look at transitions to employment in Armenia for the highly qualified, focusing on students and graduates. Theoretically, we acknowledge the importance of insights from prior research, including the idea of the transition-to-work as a journey, with our research questions aimed at highlighting specific challenges facing Armenian youth following spatialized and sedentary transition pathways; moving abroad for work and entering the local labour market respectively. As evidence, we make use of interviews conducted with 51 young Armenians in the months that followed the Velvet Revolution of 2018. Discussion highlights factors that inhibit highly qualified youth from finding jobs at home, including perceptions of corruption in the workplace, difficulties associated with entering foreign labour markets and the salience of recent political events." (Author's abstract, IAB-Doku) ((en))

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Schmelzer, Paul & Thorsten Schneider (2020): Consequences of Overeducation among Career Starters in Germany: A Trap for the Vocationally Trained as well as for University Graduates? In: European Sociological Review, Jg. 36, H. 3, S. 413-428. DOI:10.1093/esr/jcz061

Abstract

"Research on the consequences of starting in overeducation often focuses on either secondary or tertiary graduates. We focus on both within one country, Germany. While matching and search models imply the improvement of initial overeducation, human capital theory and stigma associated with overeducation predict entrapment. The strongly skill- and occupation-based labour market for the vocationally trained in Germany mitigates the bridge function of overeducation. As the less standardized tertiary system creates more uncertainties, initial overeducation should be more prevalent and should serve as a bridge to better positions. However, depreciation of human capital and the stigma associated with overeducation oppose the bridge function of overeducation here, too. Using data from the German National Educational Panel Study (NEPS), we compare labour market positions of career starters in overeducation with those not in overeducation in subsequent years using propensity score matching. In the fifth year after labour market entrance, the differences in overeducation between initially overeducated and non-overeducated individuals amounts to 38 percentage points for graduates and 28 for vocationally trained persons. In addition, vocationally trained persons starting in overeducation face higher unemployment risks later on. Our findings challenge the assumption of a bridge function in both educational groups." (Author's abstract, IAB-Doku) ((en))

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Steingrimsdottir, Herdis (2020): The decreased popularity of the teaching sector in the 1970s. In: Economics of Education Review, Jg. 74. DOI:10.1016/j.econedurev.2019.101948

Abstract

"In the 1970s, the proportion of male college freshmen who planned to become teachers dropped from 15% to 3%, and that of female freshman from 45% to 12%. In this paper, I use nationally representative survey data on the career plans of college freshmen to look at the roles played by increased access to fertility controls and the unionization of the teaching sector, in the decline in the popularity of the teaching sector during this period. I find that the overall impact of these factors on men was small and insignificant, whereas early legal access to contraceptives increased women’s likelihood of planning to become teachers. Looking at the actual career outcomes of the same cohorts in the census data, I find that access to the pill had a negative impact on the share of men in teaching and positive impact on the share of women. I use information on high school grades and college selectivity in the freshmen surveys to separate students by academic ability in the analysis. I find that unionization had a negative impact on plans to become teachers among high-ability men and low-ability women. Increased access to the pill had a negative impact on the share of low-ability men who planned to teach and a positive impact on the share among low- and medium-ability women." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Strauß, Anke & Ilaria Boncori (2020): Foreign women in academia: Double-strangers between productivity, marginalization and resistance. In: Gender, work & organization, Jg. 27, H. 6, S. 1004-1019. DOI:10.1111/gwao.12432

Abstract

"This article examines the professional experience of foreign women academics working across geographic boundaries in today's neoliberal academia characterized by liquidity. Framed within an intersectional perspective, we use the concept of the ‘double-stranger' to examine data stemming from 20 in-depth semi-structured interviews conducted with scholars at different stages of their career in the social sciences. This article advances understandings of academic careers theoretically by identifying a temporal and hierarchical dynamic in the intersection of two categories of difference (gender and foreignness) that constitute a position of simultaneous belonging and non-belonging for foreign women academics; and empirically through a qualitative investigation that explores three areas in which academic professional experiences are mobilized for double-strangers: (i) transnational career moves; (ii) productivity and performance in today's neoliberal academia; and (iii) self-induced estrangement as a form of resistance." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Teichert, Christian, Annekatrin Niebuhr, Anne Otto & Anja Rossen (2020): Work experience and graduate migration. An event history analysis of German data. In: Regional Studies, Jg. 54, H. 10, S. 1413-1424., 2020-01-07. DOI:10.1080/00343404.2020.1716965

Abstract

"Administrative social security records and event history analysis are used to investigate the significance of previous work experience for the migration decision of German university graduates. The regression results suggest that work experience gained previously and while studying in the university region reduces the likelihood of graduates out-migrating, while extra-regional work activity enhances the probability of labour market entry outside the region of study. The size of the effect depends on the type of work experience. The findings point to the importance of knowledge about local labour markets and social networks for graduates' migration decision at the start of their career." (Author's abstract, IAB-Doku) ((en))

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Vinkenburg, Claartje, Sara Connolly, Stefan Fuchs, Channah Herschberg & Brigitte Schels (2020): Mapping Career Patterns in Research: A Sequence Analysis of Career Histories of ERC Applicants. In: PLoS ONE, Jg. 15, H. 7, 2020-07-06. DOI:10.1371/journal.pone.0236252

Abstract

"Despite the need to map research careers, the empirical evidence on career patterns of researchers is limited. We also do not know whether career patterns of researchers can be considered conventional in terms of steady progress or international mobility, nor do we know if career patterns differ between men and women in research as is commonly assumed. We use sequence analysis to identify career patterns of researchers across positions and institutions, based on full career histories of applicants to the European Research Council frontier research grant schemes. We distinguish five career patterns for early and established men and women researchers. With multinomial logit analyses, we estimate the relative likelihood of researchers with certain characteristics in each pattern. We find grantees among all patterns, and limited evidence of gender differences. Our findings on career patterns in research inform further studies and policy making on career development, research funding, and gender equality." (Author's abstract, IAB-Doku) ((en))

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Wegner, Antje (2020): Die Finanzierungs- und Beschäftigungssituation Promovierender: Aktuelle Ergebnisse der National Academics Panel Study. (DZHW-Brief 2020,04), Hannover, 12 S. DOI:10.34878/2020.04.dzhw_brief

Abstract

"In diesem DZHW-Brief geben wir einen Überblick zur aktuellen Finanzierungs- und Beschäftigungssituation Promovierender. Eingangs resümieren wir zentrale Diskussionspunkte in der medialen Berichterstattung der letzten Jahre und stellen diesen wissenschaftliche Befunde zur Finanzierungs- und Beschäftigungssituation Promovierender gegenüber. Anschließend gehen wir anhand der ersten Befragung der jüngst initiierten Studienreihe „National Academics Panel Study (Nacaps)“ den Fragen nach, aus welchen unterschiedlichen Quellen Promovierende aktuell ihren Lebensunterhalt bestreiten und über welche Nettoeinnahmen sie verfügen. Als Ergänzung zu objektiv messbaren Größen wie Einkommenshöhe und Vertragsdauer berichten wir anhand subjektiver Einschätzungen, inwieweit die Promovierenden ihre Finanzierung vor dem Hintergrund ihrer individuellen Lebensbedingungen als ausreichend und über die gesamte Promotionsphase gesichert bewerten. Abschließend stellen wir die aktuellen Ergebnisse den Befunden früherer Promovierendenbefragungen gegenüber, um so Veränderungen aufzeigen zu können." (Textauszug, IAB-Doku)

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de Vogel, Susanne (2020): Individuelle und strukturierte Formen der Promotion. Zugang, Lernumweltbedingungen und beruflicher Übergang. (Higher Education Research and Science Studies), Wiesbaden: Imprint: Springer VS, XVI, 377 S. DOI:10.1007/978-3-658-29508-0

Abstract

"In der vorliegenden Studie von Susanne de Vogel werden die Effekte strukturierter Promotionen in Deutschland erstmalig einer umfassenden Evaluation unterzogen. Mit neuen Daten untersucht die Autorin theoretisch fundiert, inwieweit die Ausweitung strukturierter Promotionen zu einer Verbesserung der Doktorandenausbildung geführt hat. Im Vergleich zu Individualpromotionen erweist sich der Zugang zur Promotion als sozial weniger selektiv. Auch bieten die Lernumgebungen strukturierter Programme sehr umfangreiche Förderbedingungen, denen Promotionen im Rahmen wissenschaftlicher Mitarbeiterstellen aber kaum nachstehen. Dass strukturierte Promotionen bessere Startvoraussetzungen für Aufstiege innerhalb und außerhalb der Wissenschaft schaffen, zeigt sich schließlich nicht. Der Inhalt Aktuelle Entwicklungen der Promotionslandschaft Wege zur Promotion Überlegungen zur Rolle der formalen Promotionsformen Soziale Ungleichheit bei der Promotionsaufnahme Ausgestaltung der Lernumweltbedingungen Beruflicher Übergang nach dem Promotionsabschluss Die Zielgruppen Dozierende und Studierende der Bildungsforschung, Hochschulforschung, Soziologie und Pädagogik Fachkräfte des Wissenschaftsmanagement, der Bildungs- und Wissenschaftspolitik sowie der Karriereberatung Die Autorin Susanne de Vogel ist wissenschaftliche Mitarbeiterin am DZHW in Hannover. Ihre Forschungsschwerpunkte liegen in den Bereichen Bildungsforschung, wissenschaftlicher Nachwuchs und soziale Ungleichheit." (Verlagsangaben)

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Alfano, Vincenzo, Lorenzo Cicatiello, Giuseppe Lucio Gaeta & Mauro Pinto (2019): The gender wage gap among PhD holders: an empirical examination based on Italian data. (GLO discussion paper / Global Labor Organization 393), Maastricht, 20 S.

Abstract

"A growing number of academic studies are devoting their attention to the study of the gender wage gap. This paper contributes to the literature by analyzing the existence of this gap specifically among those who hold the highest possible educational qualification, i.e. a PhD. The analysis relies on Italian cross-sectional data collected through a highly representative survey of the employment conditions of PhD holders. The econometric analysis is carried out by means of OLS regression, Oaxaca-Blinder decomposition analysis and quantile decomposition. Findings suggest that a gender gap in hourly wages exists among PhD holders, that it lies approximately between 5% and 8%, with sizeable differences by sector of employment and field of specialization, and that such a gap is largely unexplained." (Author's abstract, IAB-Doku) ((en))

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Ambrasat, Jens (2019): Bezahlt oder unbezahlt? Überstunden im akademischen Mittelbau. In: Forschung und Lehre, Jg. 26, H. 2, S. 152-154.

Abstract

"Bei Wissenschaftlerinnen und Wissenschaftlern wird unausgesprochen vorausgesetzt, dass sie intrinsisch motiviert sind und Überstunden zu ihrem wissenschaftlichen Selbstverständnis gehören. Welche Rolle spielen Überstunden im akademischen Mittelbau? Die DZHW Wissenschaftlerbefragung liefert Einblicke." (Autorenreferat, IAB-Doku)

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Ashworth, Jared & Tyler Ransom (2019): Has the college wage premium continued to rise? Evidence from multiple U.S. surveys. In: Economics of education review, Jg. 69, H. April, S. 149-154. DOI:10.1016/j.econedurev.2019.02.003

Abstract

"This paper examines trends in the college wage premium (CWP) by birth cohort across the five major household surveys in the United States: the Census/ACS, CPS, NLSY, PSID, and SIPP. We document a general flattening in the CWP for birth cohorts 1970 and onward in each survey and even a decline for birth cohorts 1980 - 1984 in the NLSY. We discuss potential reasons for this finding and show that the empirical discrepancy is not a function of differences in composition across surveys. Our results provide crucial context for the vast economic literatures that use these surveys to answer important policy questions about intertemporal changes in the returns to skill." (Author's abstract, © 2019 Elsevier) ((en))