Berufliche Mobilität
Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.
Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
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Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern
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Literaturhinweis
Heterogeneous job ladders (2025)
Borovičková, Katarína; Macaluso, Claudia;Zitatform
Borovičková, Katarína & Claudia Macaluso (2025): Heterogeneous job ladders. In: Journal of monetary economics. DOI:10.1016/j.jmoneco.2024.103711
Abstract
"We investigate different wage growth rates over the life cycle for poor and rich workers, and how they relate to the frequency and quality of job-to-job transitions. Using the universe of labor market histories for Austrian workers born in 1960–62 to, we show that workers who are at the bottom of the earnings distribution have higher employer-to-employer transition rates than richer workers throughout their life. Nevertheless, they work for worse- and worse-paying firms as they age and are more likely to undergo unemployment spells at all ages. We propose a structural framework with learning by doing and heterogeneity along five dimensions: initial level of human capital, learning ability, and job separation propensity on the worker side, and productivity level and quality of offered learning opportunities on the employer side. Our model replicates the wage gap and the difference in the frequency of labor market transitions we document in the data, and allows us to investigate several dimensions of heterogeneity in the quality of labor market transitions. We find that poor workers’ lacklusterwage growth stems from a combination of deteriorating human capital, employment in low-productivity jobs, and scarce on-the-job learning opportunities. We then evaluate a policy which matches low-wage workers to high-learning employers. We find that ameliorating the learning opportunities early in a worker’s career has a non-negligible impact on lifetime earnings. The gains from matching with a better employer greatly increase with job stability, as lower separation rates limit human capital depreciation and improve the odds of matching with high-productivity employers in the future." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V.All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Employee-owned firms and the careers of young workers (2025)
Zitatform
Burdín, Gabriel & Jose Garcia-Louzao (2025): Employee-owned firms and the careers of young workers. In: Labour Economics, Jg. 93. DOI:10.1016/j.labeco.2025.102686
Abstract
"Using detailed administrative data from Spain, we characterize how a first work experience in an employee-owned firm (EOF) versus a conventional firm can affect workers’ careers. We find that workers’ exposure to EOFs at the time of entry reduces daily wages by 8% over the first 15 years in the labor market. The wage penalty appears to be driven by differences in job mobility and wage returns to experience rather than by non-random selection. We show that workers who had their first job in EOFs have a strong attachment to this organizational model and are less likely to experience both voluntary and involuntary job separations over their careers, with quit and layoff rates 8% and 4% lower, respectively. In addition, we quantify lower wage returns to experience in EOFs, although there are no differences in subsequent career progression in terms of promotions. Taken together, the analysis suggests the existence of other job amenities offered by EOFs that may compensate for flatter wage profiles." (Author's abstract, IAB-Doku, © 2025 Elsevier) ((en))
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Literaturhinweis
Firm consolidation and labor market outcomes (2025)
Zitatform
Dobbelaere, Sabien, Grace McCormack, Daniel Prinz & Sandor Sovago (2025): Firm consolidation and labor market outcomes. In: Journal of Economic Behavior & Organization, Jg. 235. DOI:10.1016/j.jebo.2025.107036
Abstract
"Using rich administrative data from the Netherlands, we study the consequences of firm consolidation for workers. For workers at acquired firms, takeovers are associated with a 8.5% drop in employment at the consolidated firm and a 2.6% drop in total labor income. These effects persist even four years after the takeover and are consistent with job losses driven by involuntary separations. Few takeovers change labor market concentration meaningfully. Instead, restructuring at consolidating firms is likely to be an important mechanism behind our findings. Specifically, workers with skills that are already present at acquirers are less likely to be retained and overtime hours and part-time work are reduced." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier B.V.) ((en))
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Literaturhinweis
The Impact of the Level and Timing of Parental Resources on Child Development and Intergenerational Mobility (2025)
Zitatform
Eshaghnia, Sadegh, James J. Heckman & Rasmus Landersø (2025): The Impact of the Level and Timing of Parental Resources on Child Development and Intergenerational Mobility. In: Journal of labor economics, Jg. 43, H. S1, S. S269-S301. DOI:10.1086/732677
Abstract
"This study explores relationships between parental resource trajectories and child development, and their implications for intergenerational mobility. By modifying the childskill formation technology to incorporate new skills during adolescence, we analyze theimportance of the timing of family resources on life outcomes, educational attainmentand participation in crime. Parental financial resources partially offset deficiencies innonpecuniary inputs to children’s human capital. Estimates of the intergenerational influ-ence on child outcomes are strongly influenced by the choice of lifetime versus snapshot parental income measures. The most predictive ages of children when family resourcesare measured vary by the outcome analyzed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century (2025)
Zitatform
Jácome, Elisa, Ilyana Kuziemko & Suresh Naidu (2025): Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century. In: Journal of Political Economy, Jg. 133, H. 1, S. 306-354. DOI:10.1086/732527
Abstract
"We estimate long-run trends in intergenerational relative mobility for representative samples of the U.S.-born population. Harmonizing all surveys that include father’soccupation and own family income, we develop a mobility measure that allows forthe inclusion of non-whites and women for the 1910s–1970s birth cohorts. We Show that mobility increases between the 1910s and 1940s cohorts and that the decline of Black-white income gaps explains about half of this rise. We also find that excluding Black Americans, particularly women, considerably overstates the level of mobility fortwentieth-century birth cohorts while simultaneously understating its increase betweenthe 1910s and 1940s" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2025)
Zitatform
Kim, Andrew Taeho & ChangHwan Kim (2025): The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020. In: Sociological methods & research, S. 1-41. DOI:10.1177/00491241241303517
Abstract
"Occupation is a construct prone to classification mismatches by coders and description inconsistency by respondents. We explore whether mismatches in occupational coding have recently increased, what factors are associated with the rise in mismatches, and how the rise affects estimates of intragenerational occupational mobility. Utilizing the 1991–2020 Annual Social and Economic Supplement of the Current Population Survey, which collects information on respondents’ current occupation and the previous year’s main occupation, we identify coding mismatches and compare the probabilities of occupational mobility based on four combinations of two variables. Our results show that not only do the estimates of occupational mobility between two adjacent years vary substantially across measures, but also that the magnitudes of intragenerational occupational mobility across measures become increasingly decoupled over time. We demonstrate that the likely cause of this divergence is the rise in coding mismatches between coders. We discuss the implications of our findings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do all job changes increase wellbeing? (2025)
Zitatform
Longhi, Simonetta, Alita Nandi, Mark Bryan, Sara Connolly & Cigdem Gedikli (2025): Do all job changes increase wellbeing? In: Industrial Relations, Jg. 64, H. 1, S. 23-39. DOI:10.1111/irel.12354
Abstract
"We provide a comprehensive framework, based on person–Environment fit, for evaluating the relationship between types of job change and wellbeing, and estimate it using fixed‐effects methods applied to UK longitudinal data. Changing job is associated with large swings in job satisfaction, but not all job changes are equal. Changes in workplace are associated with increased job satisfaction only when they are associated with a change in job role. The largest associations are for changing employers. These associations extend beyond job satisfaction to mental health and, to a lesser extent, life satisfaction. Changes in broader wellbeing are especially pronounced for women." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a large-scale field experiment with over 12,000 job applications (2024)
Zitatform
Adamovic, Mladen & Andreas Leibbrandt (2024): Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a large-scale field experiment with over 12,000 job applications. (Discussion paper / Monash University, Department of Economics 2024-06), Clayton, 49 S.
Abstract
"Ethnic inequalities are pervasive in the higher echelons of organizations. We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. Our findings confirm this hypothesis. We find that discrimination increases for leadership positions. Resumes with non-English names receive 57.4% fewer positive responses for leadership positions than identical resumes with English names. For non-leadership positions, ethnic minorities receive 45.3 percent fewer positive responses. Ethnic discrimination for leadership positions is even more pronounced when the advertised job requires customer contact. In contrast, ethnic discrimination in leadership positions is not significantly influenced by whether the organization’s job advertisement emphasizes individualism or learning, creativity, and innovation. These findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Spatial and Occupational Mobility of Workers Due to Automation (2024)
Zitatform
Burzyński, Michał (2024): Spatial and Occupational Mobility of Workers Due to Automation. (LISER working papers), Esch-sur-Alzette, 52 S.
Abstract
"Automation of labor tasks is one of the most dynamic aspects of recent technological progress. This paper aims at improving our understanding of the way that automation affects labor markets, analyzing the example of European countries. The quantitative theoretical methodology proposed in this paper allows to focus on automation-induced migration of workers, occupation switching and income inequality. The key findings include that automation in the first two decades of the 21st century had a significant impact on job upgrading of native workers and generated gains in many local labor markets. Even though net migration of workers was attenuated due to convergence in incomes across European regions, mobility at occupation levels had a sizeable impact on transmitting welfare effects of automation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does Bridge Employment Mitigate or Exacerbate Inequalities Later in Life? (2024)
Cahill, Kevin E.; Giandrea, Michael D.; Quinn, Joseph F. ; Platts, Loretta G. ; Sacco, Lawrence B. ;Zitatform
Cahill, Kevin E., Michael D. Giandrea, Joseph F. Quinn, Lawrence B. Sacco & Loretta G. Platts (2024): Does Bridge Employment Mitigate or Exacerbate Inequalities Later in Life? In: Work, Aging and Retirement, Jg. 10, H. 2, S. 77-99. DOI:10.1093/workar/waac020
Abstract
"Most older Americans with career employment change jobs at least once before retiring from the labor market. Much is known about the prevalence and determinants of these bridge jobs, yet relatively little is known about the implications of such job changes—compared to direct exits from a career job —upon economic disparities in later life. In this article, we use 26 years of longitudinal data from the Health and Retirement Study to document the various pathways that older Americans take when exiting the labor force, and examine how bridge employment affects nonhousing wealth and total wealth, including the present discounted value of Social Security benefits. We find that gradual retirement in the form of bridge employment neither exacerbates nor mitigates wealth inequalities among Americans who hold career jobs later in life. That said, we do find some evidence that wealth inequalities grow among the subset of older career workers who transition from career employment to bridge employment at older ages. One policy implication of our article is that it provides evidence that might allay concerns about the potential for disparate financial impacts associated with the gradual retirement process." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do temporary help agencies help? Employment transitions for low-skilled workers (2024)
Zitatform
Carrasco, Raquel, Ismael Gálvez-Iniesta & Belén Jerez (2024): Do temporary help agencies help? Employment transitions for low-skilled workers. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102586
Abstract
"We investigate the impact of working for a temporary help agency (THA) compared to being directly hired on the employment transitions of low-skilled male temporary workers aged 20 to 45. Using data from Spanish administrative records, we employ competing risk discrete-time duration models to analyze multiple temporary employment spells. Our analysis reveals the importance of accounting for short-duration dependence and workers’ unobserved heterogeneity. We find that, across all durations, agency workers are more likely to transition either to unemployment or to a new THA contract than their direct-hire counterparts. Transitions to permanent positions, although infrequent in our sample, are also more likely for agency workers. Our qualitative findings hold when unobserved heterogeneity is not controlled for. However, this model underestimates the effect of agency contracts on the risk of entering unemployment and overestimates the impact on the probability of re-entering THA. This suggests that positive self-selection plays a relevant role in explaining the higher persistence of THA employment, but not the associated higher risk of unemployment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Glass Ceilings, Step Stools, and Sticky Floors: The Racialized Gendered Promotion Process (2024)
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Corbett, Christianne, Katherine E. Wullert, Shannon K. Gilmartin & Caroline Simard (2024): Glass Ceilings, Step Stools, and Sticky Floors: The Racialized Gendered Promotion Process. In: Socius, Jg. 10. DOI:10.1177/23780231241274238
Abstract
"Organizations play a central role in replicating societal inequalities. Despite theories of gendered and racialized organizations, evidence of unequal outcomes, and research on proposed mechanisms, we have few intersectional analyses demonstrating how the promotion process varies by race and gender across job levels in actual organizations. In this first-ever analysis of advancement in a U.S. firm by gender, race, and job, we run random effects logistic regression models on five years of novel longitudinal data from the software engineering workforce of a U.S.-based technology company. Results show intersectional performance-reward bias in patterns that help maintain the racialized gendered hierarchy so commonly observed in organizations: White men overrepresented at the top, women of color overrepresented at the bottom, and in the technology sector, men of Asian descent overrepresented in midlevel technical jobs and White women overrepresented in midlevel management positions. Findings suggest monitoring promotions by gender, race, and position to make visible biases that continue to impede workplace equity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Life-Cycle Worker Flows and Cross-Country Differences in Aggregate Employment (2024)
Zitatform
Créchet, Jonathan, Etienne Lalé & Linas Tarasonis (2024): Life-Cycle Worker Flows and Cross-Country Differences in Aggregate Employment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16878), Bonn, 71 S.
Abstract
"Cross-country employment differences are concentrated among women, the youth, and older individuals. In this paper, we document how worker flows between employment, unemployment, and out of the labor force vary by gender and age and contribute to aggregate employment differences across a large panel of European countries. We then build a life-cycle Diamond-Mortensen-Pissarides model capturing the salient features of our data. Key elements of the model are an extensive margin (i.e., labor force participation) and intensive margin (i.e., variable intensity) of search effort. The model attributes a major role to the production technology in driving differences in aggregate employment, while labor-market policies play a minor role. Search effort substantially amplifies the effects of technology across gender and age groups and is a prominent proximate cause of the cross-country variation in aggregate employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational Mobility of Immigrants in the Netherlands (2024)
Elk, Roel van; Koot, Patrick; Zulkarnain, Alice; Jongen, Egbert L. W.;Zitatform
Elk, Roel van, Egbert L. W. Jongen, Patrick Koot & Alice Zulkarnain (2024): Intergenerational Mobility of Immigrants in the Netherlands. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17035), Bonn, 55 S.
Abstract
"A key measure of equality of opportunity is intergenerational mobility. Of particular interest is the extent to which children of immigrants catch up with natives. Using administrative data for the Netherlands, we find large gaps in the absolute income mobility of immigrants relative to natives (-23%), suggestive of large, persistent income gaps for future generations as well. Important drivers are differences in household composition and in personal incomes. However, we also uncover substantial heterogeneity by country of origin. Children of immigrants from China actually have higher incomes than natives, which is closely related to their educational outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring Employer-to-Employer Reallocation (2024)
Zitatform
Fujita, Shigeru, Giuseppe Moscarini & Fabien Postel-Vinay (2024): Measuring Employer-to-Employer Reallocation. In: American Economic Journal. Macroeconomics, Jg. 16, H. 3, S. 1-51. DOI:10.1257/mac.20210076
Abstract
"We revisit measurement of employer-to-employer (EE) transitions in the monthly Current Population Survey. The incidence of missing answers to the question on change of employer sharply increases starting with the introduction of a new software instrument to conduct interviews in January 2007 and of the Respondent Identification Policy in 2008–2009. We document nonrandom nonresponse selection by observable and unobservable worker characteristics that correlate with EE mobility. We propose a selection model and a procedure to impute missing answers. Our imputed EE aggregate series no longer trends down after 2000 and restores a close congruence with the business cycle after 2007." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job ladders and labour market assimilation of immigrants (2024)
Zitatform
Gorshkov, Andrei (2024): Job ladders and labour market assimilation of immigrants. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102594
Abstract
"Using Danish linked employer–employee data, this study examines the importance of access to higher-paying firms in the wage assimilation process among immigrants during their 25-year tenure in Denmark. Upon their arrival, immigrant workers in Denmark earn substantially lower wages than their native counterparts. However, this wage gap diminishes rapidly within the first 5–10 years, particularly among more disadvantaged immigrant groups (non-OECD and female immigrants). Immigrants who enter the labor market early have higher earnings capacity than those who enter later, but this trend reverses after 15 years. The transition to higher-paying firms constitutes a crucial factor in wage assimilation during the initial 5 years, yet it does not account for wage growth beyond this period. Additionally, this study offers suggestive evidence that Danish firms’ wage policies vary based on the duration since migration, and these differences significantly contribute to the wage assimilation process." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Earnings, labor market dynamics, and inequality in Sweden (2024)
Zitatform
Holmberg, Johan (2024): Earnings, labor market dynamics, and inequality in Sweden. In: The Scandinavian Journal of Economics, Jg. 126, H. 3, S. 561-599. DOI:10.1111/sjoe.12553
Abstract
"In this paper, we develop a comprehensive model of earnings and labor market dynamics, where employment and job change are endogenous. The model is estimated by applying the method of indirect inference on Swedish register data and then used to carry out some policy experiments. There are three key conclusions from these experiments. First, employment shocks early in life can to a larger extent be mitigated before retirement compared to employment shocks occurring later. Second, we find that idiosyncratic productivity shocks, unobserved heterogeneity, and education contribute substantially to life cycle earnings inequality. Finally, we find that transitory shocks to employment risk have negative effects on earnings and employment in the short run but may increase labor market fluidity in the medium run." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Life Course Heterogeneity and the Future Labour Force – a Dynamic Microsimulation Analysis for Austria (2024)
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Horvath, Thomas, Martin Spielauer & Philipp Warum (2024): Life Course Heterogeneity and the Future Labour Force – a Dynamic Microsimulation Analysis for Austria. (WIFO working papers 674), Wien, 26 S.
Abstract
"Capturing the heterogeneity of life courses improves the accuracy, detail and policy relevance of population and labor force projections. Our study uses the microsimulation model microDEMS for Austria, which simulates individual life courses at a high level of detail and in their family context. The model pays particular attention to educational attainment, health and labor market participation. By maintaining the longitudinal consistency of labor market careers, including the tracking of insurance periods, together with the implementation of detailed retirement rules, our model provides realistic representations of retirement decisions. While we reproduce the demographic outcomes of official (Statistics Austria) population projections, including international migration by region of birth, we integrate several additional dimensions, such as educational differentials in mortality and fertility. MicroDEMS allows to consider a wide range of scenarios when assessing the sensitivity of results, or to focus on the impact of policy changes targeted at specific population subgroups, such as mothers, immigrants, or people with health impairments or lower educational levels. MicroDEMS is a detailed national version of the comparative microWELT model. In this context, microDEMS is used for sensitivity analysis and case studies to assess potential specification bias introduced in microWELT due to the neglect of institutional detail or the less detailed treatment of population heterogeneity, such as in the case of international migration." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Impact of an Early Career Shock on Intergenerational Mobility (2024)
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Kaila, Martti, Emily Nix & Krista Riukula (2024): The Impact of an Early Career Shock on Intergenerational Mobility. In: Journal of labor economics. DOI:10.1086/730322
Abstract
"Children’s and parent’s incomes are highly correlated, yet little is known about how early career shocks contribute to this correlation. This paper focuses on a consequential labor market shock: job loss. We document three new results. First, adult children born into the Bottom 20% of the income distribution have double the unemployment following job loss compared with those from the top 20%, and 154% higher earnings losses. Second, this increases the rank-rank correlation 30% for those impacted. Third, richer parents provide career opportu-nities to their adult children after job loss, consistent with advantages from wealthy parents persisting well into adulthood." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age at Immigrant Arrival and Career Mobility: Evidence from Vietnamese Refugee Migration and the Amerasian Homecoming Act (2024)
Zitatform
Kerr, Sari Pekkala, William R. Kerr & Kendall E. Smith (2024): Age at Immigrant Arrival and Career Mobility: Evidence from Vietnamese Refugee Migration and the Amerasian Homecoming Act. (NBER working paper / National Bureau of Economic Research 32067), Cambridge, Mass, 35 S.
Abstract
"We study the long-run career mobility of young immigrants, mostly refugees, from Vietnam who moved to the United States during 1989-1995. This third and final migration wave of young Vietnamese immigrants was sparked by unexpected events that culminated in the Amerasian Homecoming Act. Characteristics of the wave also minimized selection effects regarding who migrated. Small differences in the age at arrival, specifically being 14-17 years old on entry compared to 18-21, resulted in substantial differences in future economic outcomes. Using Census Bureau data, we characterize the different career profiles of young vs. older immigrants, and we quantify explanatory factors like education, language fluency, and persistence from initial employers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bottlenecks in Occupational Transitions: A Data-driven Taxonomy (2024)
Knicker, Max Sina; Naumann-Woleske, Karl; Benzaquen, Michael;Zitatform
Knicker, Max Sina, Karl Naumann-Woleske & Michael Benzaquen (2024): Bottlenecks in Occupational Transitions: A Data-driven Taxonomy. (arXiv papers 2407.14179), 54 S.
Abstract
"In an era of rapid technological advancements and macroeconomic shifts, worker reallocation is necessary, yet responses to labor market shocks remain sluggish, making it crucial to identify bottlenecks in occupational transitions to understand labor market dynamics and improve mobility. In this study, we analyze French occupational data to uncover patterns of worker mobility and pinpoint specific occupations that act as bottlenecks which impede rapid reallocation. We introduce two metrics, transferability and accessibility, to quantify the diversity of occupational transitions and find that bottlenecks can be explained by a condensation effect of occupations with high accessibility but low transferability. Transferability measures the variety of transitions from an occupation to others, while accessibility assesses the variety of transitions into an occupation. We provide a comprehensive framework for analyzing occupational complexity and mobility patterns, offering insights into potential barriers and pathways for efficient retraining programs. We argue that our approach can inform policymakers and stakeholders aiming to enhance labor market efficiency and support workforce adaptability." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Earnings dynamics and intergenerational transmission of skill (2024)
Zitatform
Lochner, Lance & Youngmin Park (2024): Earnings dynamics and intergenerational transmission of skill. In: Journal of econometrics, Jg. 243, H. 1-2. DOI:10.1016/j.jeconom.2021.12.009
Abstract
"This paper develops and estimates a two-factor model of intergenerational skill transmission when earnings inequality reflects differences in individual skills and other non-skill shocks. We consider heterogeneity in both initial skills and skill growth rates, allowing variation in skill growth to change over the lifecycle. Using administrative tax data on two linked generations of Canadians covering 37 years, we exploit covariances in log earnings (at different ages) both across and within generations to identify and estimate the intergenerational correlation structure for initial skills and skill growth rates, lifecycle skill growth profiles, and the dynamics of non-skill earnings shocks. We estimate low intergenerational elasticities (IGEs) for earnings in Canada; however, skill IGEs are typically 2–3 times larger due to considerable (and persistent) variation in earnings conditional on skills. Both earnings and skill IGEs decline for more recent child cohorts and are lower for children born to younger fathers. Intergenerational transmission of both initial skills and skill growth rates explains up to 40% of children’s skill variation. Skills become a more important determinant of earnings over the first part of workers’ careers; however, intergenerational transmission of skills becomes less important as children age, because skill growth rates are not well-predicted by parental skills. Parents’ initial skills and skill growth rates are equally important determinants of children’s skills, largely because both strongly influence children’s initial skills. Finally, we study intergenerational mobility for the 35 largest cities in Canada, documenting the extent to which considerable differences in earnings and skill IGEs vary with the extent of local heterogeneity in parental skills vs. earnings instability." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Diversifying analytical categories for studying youth with and without migration background: an example of mobility-based categories (2024)
Zitatform
Mazzucato, Valentina (2024): Diversifying analytical categories for studying youth with and without migration background: an example of mobility-based categories. In: Comparative Migration Studies, Jg. 12. DOI:10.1186/s40878-024-00385-0
Abstract
"This article develops mobility-based categories for studying young people with and without a migration background. Most research on migrant youth uses the category of ethnicity, defined by a young person’s country of origin or that of their parents, or the category of generation, with migrants defined as first, second or 1.5 generation. But these categories hide the mobility that young people engage in, both for those youth who have migration in their biographies and those who do not. Mobility can entail migration, but also other kinds of trips such as study abroad, vacations, gap years, and family visits. In a globalising world the ability of young people to move is increasingly a marker of difference and therefore needs to be considered when studying young people’s lives. Using insights from the transnational and mobilities turns in the social sciences, this article argues that we need to develop new analytical categories that capture the various ways in which young people are mobile. Such mobility-based categories promise to shed light on young people’s lives in three ways. First such categories allow investigation of various elements of commonality and difference between youth, irrespective of where they or their parents come from. They allow us to go beyond the nation-state lens that still guides most large-scale migration research and to explore within-group differences. Second, mobility-based categories take young people’s past and present mobilities into account, allowing a temporal understanding of how mobility affects their lives. Finally, mobility-based categories are a way to operationalize the notion that mobility entails a process rather than a one-time move. The article explores what mobility-based categories could look like, based on a recent, large-N, primary data collection project on secondary-school student’s mobility in three European countries and one African one." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
“Stepping-Stone” versus “Dead-End” Jobs: Occupational Structure, Work Experience, and Mobility Out of Low-Wage Jobs (2024)
Zitatform
Mouw, Ted, Arne L. Kalleberg & Michael A. Schultz (2024): “Stepping-Stone” versus “Dead-End” Jobs: Occupational Structure, Work Experience, and Mobility Out of Low-Wage Jobs. In: American sociological review, Jg. 89, H. 2, S. 298-345. DOI:10.1177/00031224241232957
Abstract
"Does working in a low-wage job lead to increased opportunities for upward mobility, or is it a dead-end that traps workers? In this article, we examine whether low-wage jobs are “stepping-stones” that enable workers to move to higher-paid jobs that are linked by institutional mobility ladders and skill transferability. To identify occupational linkages, we create two measures of occupational similarity using data on occupational mobility from matched samples of the Current Population Survey (CPS) and data on multiple dimensions of job skills from the O*NET. We test whether work experience in low-wage occupations increases mobility between linked occupations that results in upward wage mobility. Our analysis uses longitudinal data on low-wage workers from the 1979 National Longitudinal Study of Youth (NLSY) and the 1996 to 2008 panels of the Survey of Income and Program Participation (SIPP). We test the stepping-stone perspective using multinomial conditional logit (MCL) models, which allow us to analyze the joint effects of work experience and occupational linkages on achieving upward wage mobility. We find evidence for stepping-stone mobility in certain areas of the low-wage occupational structure. In these occupations, low-wage workers can acquire skills through work experience that facilitate upward mobility through occupational changes to skill and institutionally linked occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational income mobility in the United States: A racial-spatial account (2024)
Zitatform
Movahed, Masoud & Tiffany Neman (2024): Intergenerational income mobility in the United States: A racial-spatial account. In: Social science research, Jg. 123. DOI:10.1016/j.ssresearch.2024.103064
Abstract
"The study of intergenerational income mobility has witnessed more visibility in academic and public policy circles in light of the new estimates generated by Chetty and colleagues. The distribution of race-based estimates of intergenerational income mobility demonstrates strong spatial patterning, such that the success of a child's traversal to the top income quintile in the United States is spatially conditioned and dependent on locality. However, research drawing on the new estimates of intergenerational income mobility has largely taken an aspatial approach. This study is the first attempt to develop an explicitly spatial model, demonstrating that the determinants of place-based mobility vary both geographically and across racial groups. By systematically accounting for spatial autocorrelation and heterogeneity, we identify the race- and region-specific determinants of intergenerational income mobility across counties in the United States." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Loud or Quiet Quitting? The Influence of Work Orientations on Effort and Turnover (2024)
Zitatform
Nikolova, Milena (2024): Loud or Quiet Quitting? The Influence of Work Orientations on Effort and Turnover. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16960), Bonn, 67 S.
Abstract
"This study examines work orientations as a novel determinant influencing job search behaviors, quit intentions, and workplace effort, thereby integrating this concept into the field of labor economics. Work orientations, the intrinsic beliefs regarding the role of work in one's life, relate to viewing work as a paycheck, a career step, or a calling. Drawing on original, nationally representative Dutch data on work orientations, this paper reveals that those who view their work as a calling rather than a job are more committed to their roles, have lower quit intentions and are less likely to be job searching, and do not endorse 'quiet quitting' - the act of fulfilling only the minimum requirements to maintain employment. Conversely, individuals with career-centered work perspectives are more likely to consider leaving their jobs, engage actively in job searches, and show diminished work effort compared to those with a job orientation. However, this group is still unlikely to approve of quiet quitting in comparison to those who view work primarily as an income source. A key finding is that work orientations significantly predict quit intentions, job search behaviors, and effort Levels - surpassing the predictive power of job satisfaction and perceived work meaningfulness. Specifically, work orientations account for about 40 % of the variation in quit intentions and job search behaviors. These insights suggest that work orientations could be a crucial, yet overlooked, factor in understanding employee behavior, challenging the conventional perspective of workers as simply income-driven and countering the notion of work as an inherent disutility." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
auch erschienen als: GLO Discussion Paper Series 1429 -
Literaturhinweis
University and the Pursuit of a ‘Career’ for Working-Class Youth in Deindustrial Rochdale (2024)
Zitatform
Singh, Amit (2024): University and the Pursuit of a ‘Career’ for Working-Class Youth in Deindustrial Rochdale. In: Sociology. DOI:10.1177/00380385241289297
Abstract
"This article examines the way in which working-class young people in Rochdale, a former industrial town in the north-west of England, imagine their future transitions from college to work through qualitative research at Rochdale’s only A-Level college. It explores how students’ aspirations to attend university reflect their desire for a ‘career’ in the absence of alternative forms of work and as a symbolic marker of upward social mobility that is subsequently differentiated from other forms of work as a form of distinction, as a great deal of emphasis is placed on the moral and cultural worth of a ‘career’. In doing so, this article highlights how such perceptions are shaped by the material conditions faced by these young people, such as inequality, financial precarity, and relative poverty against the backdrop of deindustrialisation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Retrieving the Returns to Experience, Tenure, and Job Mobility from Work Histories (2023)
Zitatform
Addison, John T., Pedro Portugal & Pedro Raposo (2023): Retrieving the Returns to Experience, Tenure, and Job Mobility from Work Histories. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15977), Bonn, 37 S.
Abstract
"Using a unique Portuguese linked employer-employee dataset, this paper offers an extension of the standard Mincerian model of wage determination by allowing for different returns to experience and tenure over the sequence of jobs that constitute a career. We also consider the possibility of distinct wage hikes each time workers change jobs, where such uplifts reflect the returns to job search investments over the life cycle and shape the curvature of the earnings profile. We further investigate how worker, firm, and job match heterogeneity influence the returns to mobility, experience, and tenure. The returns to job mobility are found to reflect sorting into better job matches. Moreover, the estimated returns to experience are upwardly biased because more productive workers tend to be more experienced." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor economics (2023)
Zitatform
Borjas, George J. (2023): Labor economics. New York: MacGraw-Hill, 494 S.
Abstract
"Labor Economics, ninth edition by George J. Borjas provides a modern introduction to labor economics, surveying the field with an emphasis on both theory and facts. Labor Economics is thoroughly integrated with the adaptive digital tools available in McGraw-Hill’s Connect, proven to increase student engagement and success in the course. All new Data Explorer questions using data simulation to help students grasp concepts Materials are fresh and up to date by introducing and discussing the latest research studies where conceptual or empirical contributions have increased our understanding of the labor market. The book has undergone Diversity, Equity, and Inclusion reviews to implement content around topics including generalizations and stereotypes, gender, abilities/disabilities, race/ethnicity, sexual orientation, diversity of names, and age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional diversification and labour market upgrading: local access to skill-related high-income jobs helps workers escaping low-wage employment (2023)
Zitatform
Elekes, Zoltán, Anna Baranowska-Rataj & Rikard Eriksson (2023): Regional diversification and labour market upgrading: local access to skill-related high-income jobs helps workers escaping low-wage employment. In: Cambridge Journal of Regions, Economy and Society, Jg. 16, H. 3, S. 417-430. DOI:10.1093/cjres/rsad016
Abstract
"This article investigates how the evolution of local labor market structure enables or constrains workers as regards escaping low-wage jobs. Drawing on the network-based approach of evolutionary economic geography, we employ a detailed individual-level panel dataset to construct skill-relatedness networks for 72 functional labor market regions in Sweden. Subsequent fixed-effect panel regressions indicate that increasing density of skill-related high-income jobs within a region is conducive to low-wage workers moving to better-paid jobs, hence facilitating labor market upgrading through diversification. While metropolitan regions offer a premium for this relationship, it also holds for smaller regions, and across various worker characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational Job Ladders within and between Firms (2023)
Zitatform
Forsythe, Eliza (2023): Occupational Job Ladders within and between Firms. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16682), Bonn, 42 S.
Abstract
"I present four facts about occupational mobility: (1) most movements occur within firms, (2) downward moves are frequent, (3) wage growth reflects the direction and distance of mobility, and (4) relative occupational wages before mobility predict the direction of mobility, except for non-displaced movers between firms. I show these facts are consistent with models of vertical sorting. I show that non-displaced movements between firms obscure the positive selection of upward occupational movers, likely reflecting moves up a firm-wage job ladder. Displaced workers show similar predisplacement selection to internal movers, with pre-displacement occupational wage rank predicting the direction of occupational mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market expectations and occupational choice: evidence from teaching (2023)
Fullard, Joshua;Zitatform
Fullard, Joshua (2023): Labour market expectations and occupational choice: evidence from teaching. (ISER working paper series / Institute for Social and Economic Research, University of Essex 2023-01), Colchester, 39 S.
Abstract
"Using new data on teachers' intentions to leave the profession, subjective expectations about labour market outcomes and a modified discrete-choice experiment we find that i) teachers are systematically misinformed about population earnings, and misinformation is correlated with attrition intentions; ii) non-pecuniary factors are the most cost-effective method of reducing teacher attrition; and iii) attrition intentions are more affected by reductions in workplace amenities than symmetric improvements, suggesting preventing cuts is more important that rolling out more generous benefits. Linking our survey data to teachers' administrative records we provide the first evidence that teachers attrition intentions are strong predictors of actual behaviour." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Workers Still Climb the Social Ladder as Middling Jobs Become Scarce? Evidence from Two British Cohorts (2023)
Zitatform
García-Peñalosa, Cecilia, Fabien Petit & Tanguy van Ypersele (2023): Can Workers Still Climb the Social Ladder as Middling Jobs Become Scarce? Evidence from Two British Cohorts. (CESifo working paper 10337), CESifo 61, 11 S.
Abstract
"The increase in employment polarization observed in several high-income economies has coincided with a reduction in inter-generational mobility. This paper argues that the disappearance of middling jobs can drive changes in mobility, notably by removing a stepping stone towards high-paying occupations for those from less well-off family backgrounds. Using data from two British cohorts who entered the labour market at two points in time with very different degrees of employment polarization, we examine how parental income affects both entry occupations and occupational upgrading over careers. We find that transitions across occupations are key to mobility and that the impact of parental income has grown over time. At regional level, using a shift-share IV-strategy, we show that the impact of parental income has increased the most in regions experiencing the greatest increase in polarisation. This indicates that the disappearance of middling jobs played a role in the observed decline in mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can workers still climb the social ladder as middling jobs become scarce? Evidence from two British cohorts (2023)
Zitatform
García-Peñalosa, Cecilia, Fabien Petit & Tanguy van Ypersele (2023): Can workers still climb the social ladder as middling jobs become scarce? Evidence from two British cohorts. In: Labour Economics, Jg. 84. DOI:10.1016/j.labeco.2023.102390
Abstract
"The increase in employment polarization observed in several high-income economies has coincided with a reduction in inter-generational mobility. This paper argues that the disappearance of middling jobs can drive changes in mobility, notably by removing a stepping stone towards high-paying occupations for those from less well-off family backgrounds. Using data from two British cohorts who entered the labour market at two points in time with very different degrees of employment polarization, we examine how parental income affects both entry occupations and occupational upgrading over careers. We find that transitions across occupations are key to mobility and that the impact of parental income has grown over time. At regional level, using a shift-share IV-strategy, we show that the impact of parental income has increased the most in regions experiencing the greatest increase in polarisation. This indicates that the disappearance of middling jobs played a role in the observed decline in mobility." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Upward job mobility in local economies (2023)
Zitatform
Henning, Martin & Orsa Kekezi (2023): Upward job mobility in local economies. In: Cambridge Journal of Regions, Economy and Society, Jg. 16, H. 3, S. 431-444. DOI:10.1093/cjres/rsad022
Abstract
"This article studies upward job mobility in different types of local economies. Relying on Swedish register data, we disentangle the impacts stemming from local labour market size, the presence of related industries and occupations and the size of own-industry and own-occupation concentrations. Results show that the local economic structure is important in shaping upward mobility outcomes. However, we observe different impacts from local industry-versus-occupation agglomerations and depending on whether people move from lower-paid or higher-paid jobs. The results have important implications for understanding the drivers of upward job mobility in times of increasing labour market polarization and regional divergence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Specialists or generalists? Cross-industry mobility and wages (2023)
Zitatform
Hervé, Justine (2023): Specialists or generalists? Cross-industry mobility and wages. In: Labour Economics, Jg. 84. DOI:10.1016/j.labeco.2023.102391
Abstract
"This paper quantifies the association between industrial specialization at the occupation level and job mobility and earnings for low and middle-wage American workers. I propose the concept of industry specificity to capture the degree of industrial specialization of a worker's occupation. I measure industry specificity using an index of industrial concentration of employment (CEI) defined at the occupation-state-year level. Linking this index to individual-level panel data on wages and job transitions, I show that CEI is negatively associated with workers' wages: moving from the first quartile to the third quartile of industry specificity decreases wages by 13 percent. I next examine the mechanisms that explain these findings. I first find that CEI is negatively associated with cross-industry and cross-occupation mobility, that is, workers employed in industry-specific occupations change industry and occupation less frequently than workers in less specific occupations. In addition, I show that occupation-level factors such as skill uniqueness and automatability increase industry specificity; but they cannot entirely explain the negative effect of CEI on wages. Finally, in line with the main results, I provide suggestive evidence that workers in industry-specific occupations are more vulnerable to industry-wide wage shocks compared to their generalist counterparts." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland (2023)
Zitatform
Kopycka, Katarzyna (2023): Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2023.100768
Abstract
"Extending existing research on transitions from temporary to permanent employment this article investigates the social mobility dimension of these transitions. Specifically, it asks whether certain individuals experience downward occupational mobility while moving from temporary to permanent employment in the two countries under study, Germany and Poland. The empirical analysis of the employment histories of young individuals until age 35 involves event history modelling using Cox proportional hazards methodology and is conducted on data from the German Socioeconomic Panel (G-SOEP) and the Polish Panel Survey (POLPAN) for the period 2003–2017/2018. In the study, transitions to permanent employment with and without downward occupational mobility are defined as competing events and modeled separately. The analysis reveals that ten per cent and as much as seventeen per cent of moves to permanent employment in Germany and Poland, respectively, are accompanied by a loss in occupational status. A higher prevalence of downward mobility in Poland may result from a weaker welfare state there which is less decommodifying. Furthermore, a low level of individual economic vulnerability decreases the transition rate to permanent employment involving a drop in occupational status. In Poland, the high socioeconomic position of the family of origin deters from changing to an unlimited contract with downward mobility. In Germany, married or partnered individuals who enjoy a high household income bear a lower risk of transitioning to permanent employment with status loss." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Help from the past - coworker ties and entry wages after self-employment (2023)
Zitatform
Lappi, Emma (2023): Help from the past - coworker ties and entry wages after self-employment. In: Small business economics, Jg. 60, H. 3, S. 1171-1196. DOI:10.1007/s11187-022-00652-3
Abstract
"This paper empirically estimates how referrals mitigate the risk associated with hiring formerly self-employed individuals. We do this by comparing the networks and entry wages for two groups of new hires: those who exit self-employment to become wage-employed and those who change employers as wage employees, i.e., job changers. Referrals are defined as coworker ties through which the new hire and an incumbent worker share a common employment history before their current employment. We use longitudinal Swedish register-based data to evaluate the entry wages of the two groups of new hires for the years between 2010 and 2013. The results show that having coworker ties is associated with 2.9% higher entry wages and that this network premium is uniform across the formerly self-employed and job changers. However, the new hires from self-employment have consistently lower entry wages than the job changers, even if the exiting self-employed have coworker ties." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Challenging transitions? Assessing the occupational mobility patterns of US immigrants by gender (2023)
Zitatform
Lee, Annie S., William M. Rodgers & Sébastien Breau (2023): Challenging transitions? Assessing the occupational mobility patterns of US immigrants by gender. In: International Migration, Jg. 61, H. 6, S. 155-174. DOI:10.1111/imig.13154
Abstract
"This article uses the New Immigrant Survey to assess the occupational mobility of US immigrants. Estimates from OLS and Heckman selection models show the occupational mobility of immigrants follows a U-shaped pattern: immigrants arriving in the United States see their occupational status decline before it gradually improves. However, even 9 years after coming to the United States, the occupational status of immigrants remains lower than prior to their arrival in the country. Our findings also suggest that immigrant women with higher occupational status tend to move more often to the United States than immigrant men. Conversely, immigrant women are more likely than men to experience career interruptions after migration. Finally, occupational employment growth rates (defined as the growth rate in the number of jobs for an occupation) have a positive impact on both men and women immigrants' ability to recover their occupational status, though the impact appears to be greater for immigrant women." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development (2023)
Zitatform
Litsardopoulos, Nicholas, George Saridakis & Andrew E. Clark (2023): Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development. In: The B.E. Journal of Economic Analysis and Policy, Jg. 23, H. 4, S. 1175-1185. DOI:10.1515/bejeap-2023-0026
Abstract
"We use a nationally-representative dataset that includes a large sample of sexual-orientation minorities to investigate gender bias and sexual-orientation discrimination in career progression. Our results are consistent with persistent gender bias findings and non-heterosexual identity-based employment discrimination. Our findings are consistent with previous work noting that protective legislation for gay and lesbian sexual identities have increased the cost of discrimination and contribute to the improved socioeconomic status of a substantial number of people in these minority groups. However, these gains have not been shared with other minority groups in the LGB+ community, which still have some of the lowest probabilities of holding managerial jobs, and higher probabilities of appearing in lower socioeconomic classes." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Income mobility in France between 2003 and 2020 (2023)
Loisiel, Tristan; Sicsic, Michaël;Zitatform
Loisiel, Tristan & Michaël Sicsic (2023): Income mobility in France between 2003 and 2020. (INSEE documents de travail / Institut National de la Statistique et des Etudes Economiques 2023-19), Paris, 51 S.
Abstract
"How do individual positions in the income distribution change over life? So far, it has proven difficult to answer this question in the absence of a long-term income panel, but new longitudinal income tax records from 2003 to 2020 now enable to analyze the long-term income mobility, as well as its impact on inequality measurement over the whole period. We find a high rank-rank correlation of 0.71 between 2003-2004 and 2019-2020 for those age 25-49 in 2003. Inertia is particularly strong at the top and the bottom of the distribution: among the top 20% and the bottom 20% of the income distribution, almost two-thirds remain in the same quintile 16 years later. Mobility appears to be lower in France than in the United States. However, mobility is higher for the self-employed than for employees, and the young are also more mobile. Inhabitants of the largest areas persist more at the top of the distribution and experience more upward mobility. These results are robust to the income definition considered. Moreover, taking individual mobility into account when measuring income inequality hardly differs from income inequality as conventionally measured: a Gini index based on average individual income over the period is 7% lower than the Gini index based on annual income." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction (2023)
Melillo, Francesca;Zitatform
Melillo, Francesca (2023): Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction. (Les GREDEG working papers 2023-21), Vabonne, 37 S.
Abstract
"While the literature documents a wage loss for entrepreneurs that return to paid employment, we examine how these entrepreneurs are re-integrated into the labor market. We consider which type of employers hire entrepreneurs and their satisfaction with the new corporate job. Using matched employer-employee data from Belgium combined with an ad-hoc survey, we find that entrepreneurs are hired by smaller employers that offer fewer employee benefits and pay less, contributing to explaining the wage loss. We also find that entrepreneurs are more satisfied than observationally equivalent employees when they are assigned to jobs that involve higher task variety. This effect is more pronounced for entrepreneurs who sort into better employers. Our findings highlight the importance for managers to assign entrepreneurs to the "right" job tasks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Mobility and Earnings in the UK, 1992–2017 (2023)
Postel-Vinay, Fabien; Sepahsalari, Alireza;Zitatform
Postel-Vinay, Fabien & Alireza Sepahsalari (2023): Labor Mobility and Earnings in the UK, 1992–2017. In: The Economic Journal, Jg. 133, H. 656, S. 3071-3098. DOI:10.1093/ej/uead052
Abstract
"We combine information from the British Household Panel Study and the United Kingdom Household Longitudinal Study (also known as Understanding Society) to construct consistent time series of aggregate worker stocks, worker flows and earnings in the United Kingdom over the period 1992–2017. We propose a method to harmonize data between the British Household Panel Study and United Kingdom Household Longitudinal Study, which we validate by checking the consistency of some of our headline time series with equivalent series produced from other sources, notably by the Office for National Statistics. In addition to drawing a detailed aggregate picture of the United Kingdom labor market over the past two and a half decades, we use our constructed data set to compare the impact of industry, occupation and employer tenure on wages in the United Kingdom. We find that returns to occupation tenure are substantial. All else equal, five years of occupation tenure are associated with a 3.3% increase in wages. We also find that industry tenure plays a non-negligible part in driving wage growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Assessing the impact of technological change on similar occupations: Implications for employment alternatives (2023)
Zitatform
Torosyan, Karine, Sicheng Wang, Elizabeth A. Mack, Jenna A. Van Fossen & Nathan Baker (2023): Assessing the impact of technological change on similar occupations: Implications for employment alternatives. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0291428
Abstract
"Background: The fast-changing labor market highlights the need for an in-depth understanding of occupational mobility impacted by technological change. However, we lack a multidimensional classification scheme that considers similarities of occupations comprehensively, which prevents us from predicting employment trends and mobility across occupations. This study fills the gap by examining employment trends based on similarities between occupations. Method: We first demonstrated a new method that clusters 756 occupation titles based on knowledge, skills, abilities, education, experience, training, activities, values, and interests. We used the Principal Component Analysis to categorize occupations in the Standard Occupational Classification, which is grouped into a four-level hierarchy. Then, we paired the occupation clusters with the occupational employment projections provided by the U.S. Bureau of Labor Statistics. We analyzed how employment would change and what factors affect the employment changes within occupation groups. Particularly, we specified factors related to technological changes. Results: The results reveal that technological change accounts for significant job losses in some clusters. This poses occupational mobility challenges for workers in these jobs at present. Job losses for nearly 60% of current employment will occur in low-skill, low-wage occupational groups. Meanwhile, many mid-skilled and highly skilled jobs are projected to grow in the next ten years. Conclusion: Our results demonstrate the utility of our occupational classification scheme. Furthermore, it suggests a critical need for skills upgrading and workforce development for workers in declining jobs. Special attention should be paid to vulnerable workers, such as older individuals and minorities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Ladder and Business Cycles (2022)
Alves, Felipe;Zitatform
Alves, Felipe (2022): Job Ladder and Business Cycles. (Staff working paper / Bank of Canada 2022,14), Ottawa, 44 S.
Abstract
"I build a Heterogeneous Agents New Keynesian model with rich labor market dynamics. Workers search both off- and on-the-job, giving rise to a job ladder, where employed workers slowly move toward more productive and better paying jobs through job-to-job transitions, while negative shocks occasionally throw them back into unemployment. The state of the economy includes the distribution of workers over wealth, labor earnings and match productivities. In the wake of an adverse financial shock calibrated to mimic the US Great Recession unemployment dynamics, firms reduce hiring, causing the job ladder to all but “stop working.” This leaves wages stagnant for several years, triggering a sharp contraction and slow recovery in consumption and output. On the supply side, the slow pace in worker turnover leaves workers stuck at the bottom of the ladder, effectively cutting labor productivity growth in the aggregate. The interaction between weak demand and low productivity leads to inflation dynamics that resemble the missing disinflation of that period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wanderlust to wonderland?: Exploring key issues in expatriate careers: Individual, organizational, and societal insights (2022)
Andresen, Maike ; Brücker, Herbert ; Zølner, Mette; Dickmann, Michael ; Al Ariss, Akram; Suutari, Vesa ; Mäkelä, Liisa ; Anger, Silke ; Muhr, Sara Louise ; Barzantny, Cordula; Saalfeld, Thomas ;Zitatform
Andresen, Maike, Silke Anger, Akram Al Ariss, Cordula Barzantny, Herbert Brücker, Michael Dickmann, Liisa Mäkelä, Sara Louise Muhr, Thomas Saalfeld, Vesa Suutari & Mette Zølner (Hrsg.) (2022): Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights. (Personalmanagement und Arbeits- und Organisationspsychologie 2), Bamberg: University of Bamberg Press, 292 S. DOI:10.20378/irb-55344
Abstract
"Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates’ identity and how it changes over time. Moreover, it discusses factors influencing the expatriates’ well-being, embeddedness, and sociocultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced — such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations. The chapters are based on selected results from the respective research subprojects of the Early Stage Researchers of the Horizon 2020 Global Mobility of Employees (GLOMO) project. This project was funded under the European Union’s Research and Innovation Programme H2020 in the framework of the Marie Skłodowska-Curie Grant Agreement No 765355." (Author's abstract, IAB-Doku, © University of Bamberg Press) ((en))
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Literaturhinweis
Can labour mobility reduce imbalances in the euro area? (2022)
Berger, Johannes; Strohner, Ludwig;Zitatform
Berger, Johannes & Ludwig Strohner (2022): Can labour mobility reduce imbalances in the euro area? (Research paper / EcoAustria - Institut für Wirtschaftsforschung 20), Wien, 25 S.
Abstract
"Labour market developments in the Euro area diverged significantly since 2008. Economic literature frequently refers to labour mobility as pillar for the functioning of currency areas. Applying the CGE model PuMA, we quantitatively analyse to what extent labour mobility can contribute to reducing imbalances within the Euro area. Our results indicate that it can temporarily reduce unemployment and increase wages in periphery countries at the cost of somewhat higher unemployment in receiving countries. Overall, economic outcomes improve slightly. Although labour mobility has a positive effect on labour market imbalances, it cannot be seen as substitute for structural reforms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Public sector employment and aggregate fluctuations (2022)
Zitatform
Bettoni, Luis G. & Marcelo R. Santos (2022): Public sector employment and aggregate fluctuations. In: Journal of macroeconomics, Jg. 72. DOI:10.1016/j.jmacro.2022.103418
Abstract
"An important stylized fact about public sector employment is that it predominantly hires skilled and more experienced workers. In this paper, we consider a search and matching model with public sector and on-the-job human capital accumulation that incorporates this stylized fact to study how the public sector employment affects the labor market volatility. In the model, public sector employment affects aggregate fluctuations by changing the composition of workers employed in the private sector. Because workers accumulate human capital and become more productive when employed, the flow of benefits from forming a match are spread over time. In this environment, if the flow into the public sector increases with human capital, then the government hiring policy decreases the firm’s benefit of hiring and the matching surplus, increasing the responsiveness of labor market tightness to shocks. We calibrate the model for the Brazilian economy and show that this mechanism amplifies the effects of public employment on vacancy creation and private sector employment volatility." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Employer-to-employer Transitions in Europe (2022)
Zitatform
Borowczyk-Martins, Daniel (2022): Employer-to-employer Transitions in Europe. (Working paper / Department of Economics, Copenhagen Business School 2022,04), Frederiksberg, 37 S.
Abstract
"I measure time series of the probabilities that an individual changes employer, separates from employment, and joins employment during the month, using cross-sectional data from the European Union Labor Force Survey covering 13 countries during the past two decades. Employer-to-employer mobility is large and accounts for a sizable fraction of worker mobility in all countries; its levels, both absolute and relative to nonemployment reallocation, vary considerably across countries. In most countries, the employer-to-employer probability exhibits large and procyclical variation. By contrast, there are no systematic cross-country patterns in the low-frequency evolution of employer-to-employer mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Getting on the job ladder: The policy drivers of hiring transitions (2022)
Zitatform
Causa, Orsetta, Michael Abendschein, Nhung Luu & Maria Chiara Cavalleri (2022): Getting on the job ladder: The policy drivers of hiring transitions. (OECD Economics Department working papers 1710), Paris, 88 S.
Abstract
"This paper delivers new evidence for European countries on the role of a wide range of policies for workers' mobility in terms of hiring transitions into jobs, with an emphasis on differences across socio-economic groups. Labour market transitions are relevant in the current context where the ongoing recovery from the COVID-19 crisis is characterised by labour shortages and at the same time still low employment in a number of countries. The analysis focuses on the probability to transition from unemployment and selected forms of inactivity (e.g. fulfilling domestic tasks, studying) to jobs and from one job to another. Results of this work show the strong association between hiring flows and the business cycle with specific patterns during recoveries, recessions and expansions. The analysis further reveals that a broad range of policies influence hiring transitions, such as labour market policies, taxes and social support programmes but also product market regulations and regulations affecting certain professions. Country-specific priorities will vary depending on context, challenges and social preferences. Yet common policy objectives at the current recovery context are likely to improve the job prospects of the non-employed, especially youth, low-skilled and women, to help the recovery, foster reallocation and to address labour shortages." (Author's abstract, IAB-Doku) ((en))
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- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
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Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern