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Weber, Enzo & Murat Erer (2023): Das IAB-LinkedIn-Branchenwechsel-Radar: "Great Resignation" ist kein Trend. In: IAB-Forum H. 14.08.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230814.01

Abstract

"Die "Great Resignation"-Debatte legt nahe, dass Beschäftigte in der Corona-Krise vermehrt die Branche, in der sie bis dato tätig waren, gewechselt hätten. Das trifft für Deutschland nicht zu, wie das neue IAB-LinkedIn-Branchenwechsel-Radar zeigt. Mit ihm lässt sich das aktuelle Wechselgeschehen am Arbeitsmarkt künftig zeitnah abbilden." (Autorenreferat, IAB-Doku)

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Wen, Le, Sholeh A. Maani & Zhi Dong (2023): Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach. In: Applied Economics, Jg. 55, H. 56, S. 6605-6626. DOI:10.1080/00036846.2022.2161990

Abstract

"This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation." (Author's abstract, IAB-Doku) ((en))

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Zika, Gerd, Markus Hummel, Tobias Maier & Marc Ingo Wolter (2023): Das QuBe-Projekt – was es will und was es kann. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 16-32.

Abstract

"Unter Federführung des Bundesinstituts für Berufsbildung (BIBB) und des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) sowie unter Mitwirkung der Gesellschaft für Wirtschaftliche Strukturforschung mbH (GWS) werden im Rahmen des QuBe-Projekts in einem regelmäßigen zweijährigen Rhythmus langfristige „Qualifikations- und Berufsprojektionen“ erstellt. Hinzu kommt im Rahmen von Szenarien-Analysen eine Vielzahl von Publikationen zu unterschiedlichsten Fragestellungen, wie beispielsweise den Folgen der Digitalisierung, eines veränderten Mobilitätsverhaltens, der Neuausrichtung der Wohnungsbau- und Klimapolitik sowie zuletzt den Folgen des Ukraine-Kriegs für Wirtschaft und Arbeitsmarkt. Die stetige Weiterentwicklung des Modellinstrumentariums und seiner Module ist mittlerweile an einem Punkt angekommen, wo es notwendig wird, die jeweiligen Modellierungen in komprimierter Form darzulegen. Dem trägt dieser Sammelband nun Rechnung." (Autorenreferat, IAB-Doku)

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Zika, Gerd, Markus Hummel, Tobias Maier & Marc Ingo Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden. (IAB-Bibliothek 374), Bielefeld: wbv, 226 S. DOI:10.3278/9783763973712

Abstract

"Seit 2007 wird im Projekt QuBe über die zukünftige Entwicklung des Arbeitsmarkts und deren Folgen geforscht. Der Reader stellt die Annahmen, Daten und die Basis der Projektionen vor, die im Projekt QuBe genutzt werden. Projektionen über die Entwicklung des Arbeitsmarkts ergeben sich aus der Beobachtung von Vergangenen und dem, was gegenwärtig als richtungsweisend gilt. Die theoretischen und empirischen Grundlagen sind wichtig, um Projektionen als reine Rechenmodelle richtig zu verstehen und angemessen zu interpretieren. Seit der Erstveröffentlichung werden die QuBe-Projektionen in einem regelmäßigen zweijährigen Rhythmus erneuert. Federführend sind das Bundesinstitut für Berufsbildung (BIBB) und das Institut für Arbeitsmarkt- und Berufsforschung (IAB) unter Mitwirkung der Gesellschaft für Wirtschaftliche Strukturforschung mbH (GWS)." (Autorenreferat, IAB-Doku)

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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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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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Arntz, Melanie, Boris Ivanov & Laura Pohlan (2022): Regional Structural Change and the Effects of Job Loss. (ZEW discussion paper 22-019), Mannheim, 55 S.

Abstract

"In vielen Ländern sind routine-intensive Berufe rückläufig, aber wie wirkt sich dies auf die individuelle Karriere aus, wenn der Rückgang dieser Berufe im lokalen Arbeitsmarkt besonders stark ausfällt? Diese Studie zeigt basierend auf administrativen Daten aus Deutschland und einem mit Matching kombinierten Differenz-von-Differenzen-Ansatz, dass die individuellen Kosten eines Arbeitsplatzverlustes stark von der Tätigkeitsorientierung des regionalen Strukturwandels abhängen. Personen aus manuellen routine-intensiven Berufen haben nach einer Entlassung wesentlich höhere und lang anhaltende Beschäftigungs- und Lohnverluste in Regionen, in denen der Rückgang dieser Berufe am stärksten ausgeprägt ist. Regionale und berufliche Mobilität dienen teilweise als Anpassungsmechanismen, sie sind jedoch mit hohen Kosten verbunden, da diese Wechsel auch Verluste bei unternehmensspezifischen Lohnaufschlägen mit sich bringen. Beschäftigte, die nicht entlassen werden, bleiben hingegen weitgehend vom Strukturwandel verschont." (Autorenreferat, IAB-Doku)

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Arntz, Melanie, Boris Ivanov & Laura Pohlan (2022): Regional Structural Change and the Effects of Job Loss. (IAB-Discussion Paper 17/2022), Nürnberg, 61 S. DOI:10.48720/IAB.DP.2217

Abstract

"In vielen Ländern sind routine-intensive Berufe rückläufig, aber wie wirkt sich dies auf die individuelle Karriere aus, wenn der Rückgang dieser Berufe im lokalen Arbeitsmarkt besonders stark ausfällt? Diese Studie zeigt basierend auf administrativen Daten aus Deutschland und einem mit Matching kombinierten Differenz-von-Differenzen-Ansatz, dass die individuellen Kosten eines Arbeitsplatzverlustes stark von der Tätigkeitsorientierung des regionalen Strukturwandels abhängen. Personen aus manuellen routine-intensiven Berufen haben nach einer Entlassung wesentlich höhere und lang anhaltende Beschäftigungs- und Lohnverluste in Regionen, in denen der Rückgang dieser Berufe am stärksten ausgeprägt ist. Regionale und berufliche Mobilität dienen teilweise als Anpassungsmechanismen, sie sind jedoch mit hohen Kosten verbunden, da diese Wechsel auch Verluste bei unternehmensspezifischen Lohnaufschlägen mit sich bringen. Beschäftigte, die nicht entlassen werden, bleiben hingegen weitgehend vom Strukturwandel verschont." (Autorenreferat, IAB-Doku)

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Barbulescu, Roxana, Claudia Jonczyk, Charles Galunic & Ben Bensaou (2022): Management of fortuity: Workplace chance events and the career projections of up-or-out professionals. In: Journal of vocational behavior, Jg. 139. DOI:10.1016/j.jvb.2022.103791

Abstract

"How much control do people have over their career? We explore this question in the context of professional service firms, long thought of as providing predictable, agentic careers in the up-or-out model. Specifically, we seek to understand how chance events in immediate work circumstances are experienced in this context, and the responses they elicit in terms of career construction. Drawing on in-depth interviews with 68 pre-partnership professionals from three large professional firms using the up-or-out promotion system, we find that chance developments in proximate work conditions, especially with respect to key relationships and project allocation, shape the possibilities that professionals see for their careers going forward and the actions they take in response. Even in this seemingly predictable career, being continuously attuned to fortuitous turns of events informs how people enact career agency. It also prompts a heightened awareness of the fragile nature of the up-or-out career path, triggering a gradual reconsideration of career possibilities that includes career confirmation, ambivalence, pivot, and fading. Our study contributes to better understanding the interdependence between context and agency in contemporary careers, highlighting the widespread and consequential role of proximate chance events in people's career construction process." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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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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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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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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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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Deng, Lanfang, Hongyi Li & Wei Shi (2022): Willingness for different job mobility types and wage expectations. An empirical analysis based on the online resumes. In: Papers in Regional Science, Jg. 101, H. 1, S. 135-161. DOI:10.1111/pirs.12636

Abstract

"In this paper, we study different determinants of the intentions of multi-dimensional job mobility and potential consequences on the expected wage, allowing for multiple types of moves, including location, industry, and occupation, and different combinations of these three dimensions. Our results confirm that the same observable characteristics can lead to different or even completely opposite effects on job mobility intentions. To be specific, on-the-job seekers (compared to unemployed ones) and job seekers with management positions in their last jobs both have a higher willingness to change job locations, but they are less willing to change industries and occupations. Moreover, our results demonstrate that the relationship between job mobility and wage expectations highly depends on the combinations of different mobility dimensions. Specifically, potential geographic mobility positively impacts wage expectations, with an increase of the expected wage by 6.3%. However, changing industry, occupation, or both results in a lower expected wage by 3.7%, 1.6%, and 11%, respectively. The wage expectation of the “All change” group does not significantly differ from the cohort of non-movers (i.e., “No change”), implying that geographic moves could only partially offset the adverse effects of switching both occupation and industry." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Engbom, Niklas (2022): Labor Market Fluidity and Human Capital Accumulation. (NBER working paper 29698), Cambridge, Mass, 70 S. DOI:10.3386/w29698

Abstract

"Using panel data from 23 OECD countries, I document that wages grow more over the life-cycle in countries where job-to-job mobility is more common. A life-cycle theory of job shopping and accumulation of skills on the job highlights that a more fluid labor market allows workers to faster relocate to jobs where they can better use their skills, incentivizing accumulation of skills. Lower labor market fluidity reduces life-cycle wage growth by 20 percent and aggregate labor productivity by nine percent across the OECD relative to the US. I derive a set of testable predictions for training and confront them with comparable cross-country training data, finding support for the theory." (Author's abstract, IAB-Doku) ((en))

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Fasbender, Ulrike & Fabiola H. Gerpott (2022): Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model. In: Work, Aging and Retirement, Jg. 8, H. 2, S. 146-162. DOI:10.1093/workar/waab017

Abstract

"Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting that employees compare their current and future status (i.e., the prestige, respect, and esteem provided by others). Expected future status differences are meaningful among age-diverse employees because older employees may have a higher current status than their younger colleagues, whereas younger employees may gain a higher status in the future. In our conceptual model, we propose 2 opposing pathways through which temporal social comparison impacts knowledge transfer, namely age-specific motives (i.e., generativity and development striving) and discrete emotions (i.e., fear of losing status and fear of losing face). In addition, we introduce individual and organizational boundary conditions that can modify the downstream consequences of temporal social comparison on knowledge transfer between younger and older employees." (Author's abstract, IAB-Doku) ((en))

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Fritsch, Nina-Sophie, Bernd Liedl & Gerhard Paulinger (2022): Horizontal and vertical labour market movements in Austria: Do occupational transitions take women across gendered lines? In: Current Sociology, Jg. 70, H. 5, S. 720-741. DOI:10.1177/0011392120969767

Abstract

"The gendered division of occupations is a persistent characteristic of the Austrian labour market. Furthermore, we can observe more flexible employment biographies, where sequential employment episodes and occupational transitions become an important part. On this account, the article argues that both gender inequalities and labour market movements need to be examined simultaneously. The authors therefore analyse gender-(un)typed horizontal occupational transitions and their influence on the vertical positioning, based on the Austrian Micro Census (2008–2018). The results reveal that gender-typed occupational transitions are regaining relevance and that the gender effect is reversing in that women increasingly leave gender-untyped occupations. The findings also demonstrate that this gender-typed horizontal movement yields a significant decline in occupational status for women, which even increases when women become mothers. Based on their models the authors find no negative effects for fathers." (Author's abstract, IAB-Doku) ((en))

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Garthe, Nina & Hans Martin Hasselhorn (2022): Changes of profession, employer and work tasks in later working life: an empirical overview of staying and leaving. In: Ageing & Society, Jg. 42, H. 10, S. 2393-2413. DOI:10.1017/S0144686X21000088

Abstract

"Occupational change encompasses change of profession, employer and work tasks. This study gives an overview on occupational change in later working life and provides empirical evidence on voluntary, involuntary and desired occupational changes in the older workforce in Germany. The analyses were based on longitudinal data from 2,835 participants of the German lidA Cohort Study, a representative study of employees born in 1959 or 1965. Multinomial logistic regression analyses were performed in order to characterise the change groups in their previous job situation. The findings indicate that occupational change among older workers is frequent. In four years, 13.4 per cent changed employer, 10.5 per cent profession and 45.1 per cent work tasks. In addition, the desire for change often remains unfulfilled: the share of older workers who wanted to but did not change was 17.6 per cent for profession, 13.2 per cent for employer and 8.9 per cent for work tasks. The change groups investigated differ in terms of their socio-demographic background, health and job factors such as seniority and leadership quality. In times of ageing populations, the potential of occupational change among older workers requires more consideration in society, policy and research. Special attention should also be paid to the group of workers who would have liked to change but feel that they cannot leave." (Author's abstract, IAB-Doku) ((en))

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Hartmann, Michael (2022): Berufliche Mobilität von Beschäftigten. (Grundlagen: Methodenbericht / Bundesagentur für Arbeit), Nürnberg, 51 S.

Abstract

"Der Beruf ist eine zentrale Dimension bei der Beschreibung von Arbeitsmärkten. Beruflich differenzierte Statistiken zum Arbeitsmarkt liefern wichtige Informationen für die Berufswahl, die berufliche Weiterentwicklung bzw. Neuorientierung, die Ausrichtung von Qualifizierungsmaßnahmen und die Analyse von Arbeitskräfteengpässen. Die Statistik der BA hat in den letzten Jahren ihre statistische Berichterstattung über Berufe sukzessive ausgebaut und erweitert sie mit diesem Methodenbericht um Statistiken zur beruflichen Mobilität von Beschäftigten. Berufliche Mobilität wird in der Beschäftigungsstatistik beim Wechsel einer Beschäftigung über einen Vergleich des Berufs im neuen mit dem Beruf im vorangegangenen Beschäftigungsverhältnis festgestellt. Die so gewonnenen Mobilitätsdaten bieten zahlreiche Analysemöglichkeiten, die in dem Methodenbericht im Einzelnen dargestellt werden. Die Auswertungen können etwa auf Beschäftigungswechsel von sozialversicherungspflichtig oder geringfügig Beschäftigten oder auf Beschäftigungsaufnahmen nach einem Ausbildungsverhältnis eingeschränkt werden. Je nach Fragestellung kann die berufliche Mobilität aus einer Verbleibs- und Rekrutierungsperspektive oder im Stock-Flow-Zusammenhang betrachtet werden. Damit können Antworten auf zahlreiche Fragen gegeben werden, etwa: Wie viele Beschäftigte wechseln bei einer Beschäftigungsaufnahme ihren Beruf? In welchem Umfang werden neue Beschäftigte aus dem gleichen oder aus anderen Berufen rekrutiert? Welche Berufe gewinnen oder verlieren über berufliche Mobilitätsprozesse Beschäftigte?" (Autorenreferat, IAB-Doku)

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Hild, Judith & Anica Kramer (2022): Should I stay or should I go? Frauen arbeiten nach einem MINT-Studium seltener in einem MINT-Beruf als Männer (Serie "Frauen in MINT-Berufen"). In: IAB-Forum H. 17.03.2022 Nürnberg, 2022-03-08. DOI:10.48720/IAB.FOO.20220317.01

Abstract

"Absolut studieren heute dreimal mehr Frauen ein Fach aus dem Bereich Mathematik, Informatik, Naturwissenschaft und Technik (MINT) als noch vor 20 Jahren. Zugleich entscheiden sich Frauen nach einem abgeschlossenen MINT-Studium seltener als Männer dafür, tatsächlich einen MINT-Beruf zu ergreifen. Dies dürfte auch an fehlenden Rollenvorbildern und unklaren Berufsvorstellungen liegen." (Autorenreferat, IAB-Doku)

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Keitel, Christiane; Barbara Schwengler, Holger Seibert & Doris Wiethölter (interviewte Person) (2022): Helfertätigkeiten werden nicht nur von Ungelernten ausgeübt (Interview mit Barbara Schwengler, Holger Seibert und Doris Wiethölter). In: IAB-Forum H. 19.07.2022 Nürnberg. DOI:10.48720/IAB.FOO.20220719.01

Abstract

"Ein aktueller IAB-Kurzbericht (14/2022) widmet sich den Helfertätigkeiten, die im Schnitt vergleichsweise niedrig entlohnt sind. Dies trifft aber nicht für alle diese Tätigkeiten zu. In bestimmten Konstellationen können ausgebildete Fachkräfte auf Helfertätigkeiten höhere Verdienste erzielen als im erlernten Beruf. Die Redaktion des IAB-Forum hat dazu bei Holger Seibert, Barbara Schwengler und Doris Wiethölter nachgefragt." (Autorenreferat, IAB-Doku)

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Moawad, Jad (2022): Labour market prospects of young adults in Europe: differential effects of social origin during the Great Recession. In: European Societies, Jg. 24, H. 5, S. 521-547. DOI:10.1080/14616696.2022.2043409

Abstract

"Research on the direct effect of social origin (DESO) focuses on how background influences later labour market outcomes after accounting for education. Growing up in a household of low social origin might decrease the chances of certain future outcomes; however, the extent to which this matters is contingent on the economic cycle. Using the EU Statistics on Income and Living Conditions (EU-SILC) and the European Social Survey (ESS) between 2002 and 2014, we analyse whether the gap in the DESO in terms of employment and earnings widened following the Great Recession for young adults (25-34) in France, Germany, Italy, Poland, Spain and the United Kingdom. Our results suggest that young adults of high social origin faced more disadvantages in terms of employment than young adults of low social origin in France, Spain and the United Kingdom. On the other hand, analyses show that young adults of low social origin experienced more disadvantages in terms of earnings than their counterparts of high social origin in Spain." (Author's abstract, IAB-Doku) ((en))

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Riekhoff, Aart-Jan (2022): Good or bad (in)stability? A cross-cohort study of the relation between career stability and earnings mobility in Finland. In: Research in Social Stratification and Mobility, Jg. 77. DOI:10.1016/j.rssm.2022.100674

Abstract

"Although recent studies have found no signs of drastic destabilisation of employment and careers, it is possible that the returns of having a stable or unstable career have changed. This study looks at the link between early-career stability and earnings mobility in Finland: 1) What are the size and direction of the relations between various indicators of career stability and earnings mobility in early working life, and 2) Have these relations changed across cohorts? It uses longitudinal register data of earnings and employment from the Finnish Centre for Pensions, covering cohorts born between 1940 and 1980 for the years 1963–2019 (5396 individuals and 72,578 observations). Growth curve models are applied where repeated observations between the ages 23 and 39 are nested within individuals. Earnings are regressed on three types of career stability indicators: cumulative time in non-employment, tenure with the current employer and the cumulative job changes. Results show overall negative associations of earnings with career breaks and positive associations with tenure and job transitions, but also some differences in these associations by gender and education levels. The link between the career stability indicators and earnings mobility is relatively similar across cohorts, with few exceptions. The positive relation with tenure has decreased and even turned negative for women. Moreover, economic crisis in the early 1990s might have presented a temporary shock to the relation between career breaks and job changes on the one hand, and earnings mobility on the other." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Rinn, Maren & Heiko Rudolf (2022): Erwerbsbiografische Veränderungen beim Beschäftigungswechsel. (Grundlagen: Methodenbericht / Bundesagentur für Arbeit), Nürnberg, 20 S.

Abstract

"Der vorliegende Methodenbericht stellt neue Analysemöglichkeiten zu Wechseln zwischen zwei Beschäftigungsverhältnissen vor. Auf Basis zwei verschiedener Suchvarianten wird die vor Beginn eines Beschäftigungsverhältnisses zuletzt beendete Beschäftigung gesucht. Für das vorangegangene Beschäftigungsverhältnis können der Beruf und viele weitere Merkmale der Beschäftigung sowie die Branche, der Arbeits- und Wohnort und die Dauer des beendeten Beschäftigungsverhältnisses ausgewertet werden. Im Vergleich von neuem und altem Beschäftigungsverhältnis lassen sich Aussagen zu Veränderungen in der Erwerbsbiographie für alle dem Meldeverfahren zur Sozialversicherung unterliegenden Beschäftigungsverhältnisse treffen. Auf dieser Grundlage ist künftig vor allem die Betrachtung der beruflichen und regionalen Mobilität sowie der Wechsel zwischen den Branchen möglich. Nach Veröffentlichung dieses Methodenberichts wird die statistische Berichterstattung über erwerbsbiografische Veränderungen beim Beginn eines Beschäftigungsverhältnisses nach und nach aufgebaut und in die allgemeine Berichterstattung zum Arbeitsmarkt aufgenommen." (Autorenreferat, IAB-Doku)

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Seibert, Holger, Barbara Schwengler & Doris Wiethölter (2022): Berufsspezifische Lohnunterschiede: In einigen Helferjobs verdienen Fachkräfte mehr als in ihrem erlernten Beruf. (IAB-Kurzbericht 14/2022), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2214

Abstract

"Auf dem deutschen Arbeitsmarkt dominieren Tätigkeiten mit mittleren und hohen Qualifikationsanforderungen. Daneben existiert im Helfersegment eine Reihe einfacher Tätigkeiten, die im Schnitt vergleichsweise niedrig entlohnt werden. Das trifft aber nicht für alle Helfertätigkeiten zu. In bestimmten Konstellationen können ausgebildete Fachkräfte auf Helferniveau höhere Verdienste erzielen als im erlernten Beruf." (Autorenreferat, IAB-Doku)

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Torre, Margarita (2022): The Scarring Effect of "Women’s Work". The Determinants of Women’s Attrition from Male-dominated Occupations. (OSF preprints), 47 S.

Abstract

"Women's entry into formerly male-dominated occupations has increased in recent decades, yet a significant outflow remains. This study examines the determinants of women's exits from male-dominated occupations, focusing on the effect of previous occupational trajectories. In particular, it hypothesizes that occupational trajectories in female-dominated occupations are often imbued with meanings and beliefs about the (in)appropriateness of the worker, which adversely affect women's integration and chances when they enter the male sector. Using the NLSY79 data set, the study analyzes the job histories of women employed in the United States between 1979 and 2006. The results reveal a disproportionate risk of exit among newcomers from female-dominated occupations. Also, women who reenter the male field are more likely to leave it again. Altogether, the findings challenge explanations based on deficiencies in the information available to women at the moment of hiring. The evidence points to the existence of a “scar effect” of previous work in the female field, which hinders women's opportunities in the male sector and ends up increasing the likelihood of exit." (Author's abstract, IAB-Doku) ((en))

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Wilmers, Nathan & William Kimball (2022): How Internal Hiring Affects Occupational Stratification. In: Social forces, Jg. 101, H. 1, S. 111-149. DOI:10.1093/sf/soab131

Abstract

"When employers conduct more internal hiring, does this facilitate upward mobility for low-paid workers or does it protect the already advantaged? To assess the effect of within-employer job mobility on occupational stratification, we develop a framework that accounts for inequality in both rates and payoffs of job changing. Internal hiring facilitates advancement for workers without strong credentials, but it excludes workers at employers with few good jobs to advance into. Analyzing Current Population Survey data, we find that when internal hiring increases in a local labor market, it facilitates upward mobility less than when external hiring increases. When workers in low-paid occupations switch jobs, they benefit more from switching employers than from moving jobs within the same employer. One-third of this difference is due to low-paid workers isolated in industries with few high-paying jobs to transfer into. An occupationally segregated labor market therefore limits the benefits that internal hiring can bring to the workers who most need upward mobility." (Author's abstract, IAB-Doku) ((en))

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Witteveen, Dirk (2022): Parental Over- and Undereducation and Offspring Earnings. (SocArXiv papers), 35 S. DOI:10.31235/osf.io/p9d36

Abstract

"The ORU model has become one of the most accustomed ways to measure the joint impact of required level of education of the job and the education-occupation matching of the worker on their earnings. The broader implications of overeducation and undereducation for socio-economic stratification are however less straightforward. This study contributes to our understanding of the long-term and far-reaching consequences of education-occupation matching by estimating the ORU parameters of parents for the earnings levels of their offspring. After introduction of the “intergenerational ORU model,” we measure associations between parental ORU (overeducation, required education, and undereducation) and earnings among individuals during occupational maturity in the United States (using the NLSY79) and the United Kingdom (using the UKHLS). Results echo findings from the standard ORU model. Years of “matched education-occupation” (R) of the parents’ job increases offspring earnings by about 9.9% (US) and about 8.2% (UK), while years of parents’ “surplus occupation” (U) increases offspring earnings by about 4.0% (US) and about 3.7% (UK). We find a positive effect of “surplus education” (O) in the US, but not the UK. Similar to intergenerational mobility models, parental ORU estimates are moderated by offspring own education yet remain statistically significant. Further analyses explore gender differences in both generations. Implications for ORU research and intergenerational mobility research are discussed." (Author's abstract, IAB-Doku) ((en))

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Wotschack, Philip & Claire Samtleben (2022): Vom Helfer zur Fachkraft durch betriebliche Weiterbildung? Berufliche Aufstiege und Lohnveränderungen von an- und ungelernten Beschäftigten in regulierten und unregulierten internen Arbeitsmärkten. In: Soziale Welt, Jg. 73, H. 2, S. 309-352. DOI:10.5771/0038-6073-2022-2-309

Abstract

"Ein erheblicher Teil der an- und ungelernten Beschäftigten in Deutschland übt Fachkrafttätigkeiten aus, für die eigentlich ein formaler Berufsabschluss erforderlich ist. Der vorliegende Artikel untersucht vor diesem Hintergrund die Rolle von non-formalen betrieblichen Weiterbildungsaktivitäten für berufliche Aufstiege von An- und Ungelernten im internen Arbeitsmarkt. Im Mittelpunkt steht die Frage nach der Rolle regulierender Strukturen. Ausgehend von der Humankapital- und Filtertheorie sowie dem Labor-Queue-Modell werden Hypothesen zum Einfluss betrieblicher Weiterbildungsaktivitäten auf berufliche Statusveränderungen und Lohnzuwächse von vollzeitbeschäftigten An- und Ungelernten formuliert und mit Linked-Employer-Employee Daten (LIAB) für den Zeitraum von 2005 bis 2010 getestet. Unterschiede der Regulierung des internen Arbeits-marktes werden bezüglich tariflicher Standards, einer formalisierten Personalarbeit oder Interessenvertretungsstrukturen untersucht. Darüber hinaus wird die Rolle von Betriebswechseln berücksichtigt. Die Ergebnisse zeigen einen positiven Zusammenhang von regelmäßigen betrieblichen Weiterbildungsinvestitionen und beruflichen Statusverbesserungen für An- und Ungelernte, die im Untersuchungszeitraum nicht den Betrieb gewechselt haben („Stayer“). Dieser ist stärker in regulierten internen Arbeitsmärkten ausgeprägt und geht dort auch eher mit einer höheren Lohnentwicklung einher. Bei einer hohen Weiterbildungsquote von An- und Ungelernten sinken hingegen die Chancen, zur Fachkraft aufzusteigen. Damit ist der berufliche Aufstieg für An- und Ungelernte in den Betrieben erschwert, die in der Weiterbildung dieser Gruppe besonders aktiv sind. Berufliche Statusverbesserungenlassen sich unter diesen Bedingungen eher im Rahmen von Betriebswechseln(„Mover“) realisieren. Insgesamt verweist die Untersuchung auf die Wichtigkeit regulierender Strukturen des internen Arbeitsmarktes für den beruflichen Aufstieg von An- und Ungelernten im Rahmen betrieblicher Weiterbildung." (Autorenreferat, IAB-Doku, © Nomos)

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Ahrsjö, Ulrika, René Karadakic & Joachim Kahr Rasmussen (2021): Intergenerational Mobility Trends and the Changing Role of Female Labor. (CEBI working paper series 2021,19), Copenhagen, 54 S.

Abstract

"We present new evidence on the existence and drivers of trends in intergenerational income mobility using administrative income data from Scandinavia along with survey data from the United States. Harmonizing the data from Sweden, Denmark and Norway, we first find that intergenerational rank associations in income have increased uniformly across Scandinavia for cohorts of children born between 1951 and 1979. These trends are robust to a large set of empirical specifications that are common in the associated literature. However, splitting the trends by gender, we find that father-son mobility has been stable in all three countries, while correlations involving females display substantial trends. Similar patterns are confirmed in the US data, albeit with slightly different timing. Utilizing information about individual occupation, education and income in the Scandinavian data, we find that intergenerational mobility in latent economic status has remained relatively constant for all gender combinations. This suggests that a gradual reduction in gender-specific labor market segregation, increased female labor force participation and increased female access to higher education has strengthened the signal value that maternal income carries about productivity passed on to children. Based on these results, we argue that the observed decline in intergenerational mobility in Scandinavia is consistent with a socially desirable development where female skills are increasingly valued at the labor market, and that the same is likely to be true also in the US." (Author's abstract, IAB-Doku) ((en))

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Bagger, Jesper, Espen R. Moen & Rune Majlund Vejlin (2021): Equilibrium Worker-Firm Allocations and the Deadweight Losses of Taxation. (IZA discussion paper 14865), Bonn, 57 S.

Abstract

"We analyse the deadweight losses of tax-induced labor misallocation in an equilibrium model of the labour market where workers search to climb a job ladder and firms post vacancies. Workers differ in abilities. Jobs differ in productivities and amenities. A planner uses affine tax functions to finance lump-sum transfers to all workers and unemployment benefits. The competitive search equilibrium maximizes after-tax utility subject to resource constraints and the tax policy. A higher tax rate distorts search effort, job ranking and vacancy creation. Distortions vary on the job ladder, but always result in deadweight losses. We calibrate the model using matched employer-employee data from Denmark. The marginal deadweight loss is 33 percent of the tax base, and primarily arise from distorted search effort and vacancy creation. Steeply rising deadweight losses from distorted vacancy creation imply that the deadweight loss in the calibrated economy exceeds those incurred by very inequality averse social planners." (Author's abstract, IAB-Doku) ((en))

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Balke, Neele & Thibaut Lamadon (2021): Productivity shocks, long-term contracts and earnings dynamics. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2021,19), Uppsala, 78 S.

Abstract

"This paper examines how employer- and worker-specific productivity shocks transmit to earnings and employment in an economy with search frictions and firm commitment. We develop an equilibrium search model with worker and firm shocks and characterize the optimal contract offered by competing firms to attract and retain workers. In equilibrium, riskneutral firms provide only partial insurance against shocks to risk-averse workers and offer contingent contracts, where payments are backloaded in good times and frontloaded in bad times. We prove that there exists a unique spot target wage, which serves as an attraction point for smooth wage adjustments. The structural model is estimated on matched employer-employee data from Sweden. The estimates indicate that firms absorb persistent worker and firm shocks, with respective passthrough values of 27 and 11%, but price permanent worker differences, a large contributor (32%) to variations in wages. A large share of the earnings growth variance can be attributed to job mobility, which interacts with productivity shocks. We evaluate the effects of redistributive policies and find that almost 40% of government-provided insurance is undone by crowding out firm-provided insurance." (Author's abstract, IAB-Doku) ((en))

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Ballarino, Gabriele, Stefano Cantalini & Nazareno Panichella (2021): Social origin and compensation patterns over the occupational career in Italy. In: Acta sociologica, Jg. 64, H. 2, S. 166-183. DOI:10.1177/0001699320920917

Abstract

"This paper studies dynamically the direct effect of social origin on occupational destinations among men in Italy over the career. It aims at investigating the existence, the pattern over time and the heterogeneity of differences in occupational achievement related to social origins, net of education (DESO) and occupational allocation at first job. It also analyses if the change of the DESO over the career is related to the effect of specific job change episodes (voluntary job change, involuntary job change, internal career move). Results based on growth curve models show the relevance of first job in shaping the DESO, which also slightly increases over the career. The DESO is stronger among highly educated individuals, confirming a boosting pattern primarily driven by a better allocation at first job. The (smaller) DESO among the low-educated, increasing over the career, depends from the higher probabilities to benefit from voluntary and internal career job changes for the children of the service class. The (stronger) DESO among the highly educated is driven by the higher probabilities of experiencing internal career mobility for the children of the service class as well as by their ability to benefit also from an involuntary job change (e.g. dismissal)." (Author's abstract, IAB-Doku) ((en))

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Bonhomme, Stephane, Kerstin Holzheu, Thibaut Lamadon, Elena Manresa, Magne Mogstad & Bradley Setzler (2021): How much should we trust estimates of firm effects and worker sorting? (Working papers / Institute for Evaluation of Labour Market and Education Policy 2021,20), Uppsala, 76 S.

Abstract

"Many studies use matched employer-employee data to estimate a statistical model of earnings determination where log-earnings are expressed as the sum of worker effects, firm effects, covariates, and idiosyncratic error terms. Estimates based on this model have produced two influential yet controversial conclusions. First, firm effects typically explain around 20% of the variance of log-earnings, pointing to the importance of firm-specific wage-setting for earnings inequality. Second, the correlation between firm and worker effects is often small and sometimes negative, indicating little if any sorting of high-wage workers to high-paying firms. The objective of this paper is to assess the sensitivity of these conclusions to the biases that arise because of limited mobility of workers across firms. We use employer-employee data from the US and several European countries while taking advantage of both fixed-effects and random-effects methods for bias-correction. We find that limited mobility bias is severe and that bias-correction is important. Once one corrects for limited mobility bias, firm effects dispersion matters less for earnings inequality and worker sorting becomes always positive and typically strong." (Author's abstract, IAB-Doku) ((en))

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Büchler, Theresa & Henning Lohmann (2021): Bildungsmobilität über drei Generationen in Deutschland. Die Dynamik von Auf- und Abstiegen. In: Soziale Welt, Jg. 72, H. 3, S. 283-312. DOI:10.5771/0038-6073-2021-3-283

Abstract

"In der vorliegenden Studie untersuchen wir, ob der Bildungserfolg von jungen Erwachsenen neben der elterlichen Bildung auch vom Bildungsgrad der Großeltern beeinflusst wird. Mit Blick auf Prozesse der dreigenerationalen Vererbung von Bildung in Deutschland fokussieren wir dabei insbesondere auf Muster von Gegenmobilität, indem wir Auf- und Abstiege der Elterngeneration in den Blick nehmen. Wir betrachten den Bildungsabschluss junger Erwachsener und untersuchen, ob sich die Wahrscheinlichkeit bis zum Alter von 21 Jahren ein Abitur zu erlangen zwischen Personen aus Familien mit Auf- und Abstiegserfahrungen unterscheidet. Außerdem diskutieren wir mögliche Mechanismen von direkten oder indirekten Großelterneinflüssen. Wir verwenden Daten des Sozio-oekonomischen Panels (SOEP). Die Ergebnisse liefern Hinweise auf einen Einfluss großelterlicher Bildungsressourcen, die insbesondere bei elterlichen Bildungsabstiegen eine kompensatorische Wirkung entfalten. Dieser Befund bleibt auch nach umfassender Kontrolle weiterer Variablen bestehen. Keine Hinweise finden wir hingegen für kumulative Vorteile, wenn bereits die Elterngeneration ein hohes Bildungsniveau aufweist. Zusätzliche Analysen für verschiedene Subgruppen stützen die zentralen Befunde." (Autorenreferat, IAB-Doku)

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Carrillo-Tudela, Carlos, Alex Clymo & Melvyn Coles (2021): Equilibrium Job Turnover and the Business Cycle. (IZA discussion paper 14869), Bonn, 65 S.

Abstract

"This paper develops and estimates a fully microfounded equilibrium business cycle model of the US labor market with aggregate productivity shocks. Those microfoundations are consistent with evidence regarding the underlying distribution of firm growth rates across firms [by age and size] and, when aggregated, are consistent with macro-evidence regarding gross job creation and job destruction flows over the cycle. By additionally incorporating on-the-job search, we systematically characterise the stochastic relationships between aggregate job creation and job destruction flows across firms, gross hire and quit flows [churning] by workers across firms, as well as the persistence and volatility of unemployment and worker job finding rates over the cycle." (Author's abstract, IAB-Doku) ((en))

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Criscuolo, Chiara, Alexander Hijzen, Michael Koelle, Cyrille Schwellnus, Erling Barth, Wen-Hao Chen, Richard Fabling, Priscilla Fialho, Alfred Garloff, Katharzyna Grabska, Ryo Kambayashi, Valerie Lankester, Balazs Stadler, Oskar Nordström Skans, Satu Nurmi, Balazs Murakozy, Richard Upward & Wouter Zwysen (2021): The firm-level link between productivity dispersion and wage inequality: A symptom of low job mobility? (OECD Economics Department working papers 1656), Paris, 45 S. DOI:10.1787/4c6131e3-en

Abstract

"Differences in average wages across firms – which account for around one-half of overall wage inequality – are mainly explained by differences in firm wage premia (the part of wages that depends exclusively on characteristics of firms) rather than workforce composition. Using a new cross-country dataset of linked employer-employee data, this paper investigates the role of cross-firm dispersion in productivity in explaining dispersion in firm wage premia, as well as the factors shaping the link between productivity and wages at the firm level. The results suggest that around 15% of cross-firm differences in productivity are passed on to differences in firm wage premia. The degree of pass-through is systematically larger in countries and industries with more limited job mobility, where low-productivity firms can afford to pay lower wage premia relative to high-productivity ones without a substantial fraction of workers quitting their jobs. Stronger product market competition raises pass-through while more centralised bargaining and higher minimum wages constrain firm-level wage setting at any given level of productivity dispersion. From a policy perspective, the results suggest that the key priority should be to promote job mobility, which would reduce wage differences between firms while easing the efficient reallocation of workers across them." (Author's abstract, IAB-Doku) ((en))

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Czaller, László, Rikard H. Eriksson & Balázs Lengyel (2021): Reducing automation risk through career mobility. Where and for whom? In: Papers in Regional Science, Jg. 100, H. 6, S. 1545-1569. DOI:10.1111/pirs.12635

Abstract

"Automation risk prevails less in large cities compared to small cities but little is known about the drivers of this emerging urban phenomenon. A major challenge is that automation risk is quantified by work-related tasks that allows for measurement through occupation, which is in turn implicitly related to local economic structure and to individual career paths. This paper examines the role of working in cities on changes in automation risk through individual career mobility. Using panel data on Swedish workers, we show that the metropolitan effect of reducing automation risk is mainly induced through inter-firm job mobility. Separate estimates for different groups show that this effect accrues mostly to native, high-skilled and male workers." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Dauth, Wolfgang, Sebastian Findeisen & Jens Südekum (2021): Adjusting to globalization in Germany. In: Journal of labor economics, Jg. 39, H. 1, S. 263-302., 2019-11-14. DOI:10.1086/707356

Abstract

"We study the impact of trade exposure on the job biographies of 2.4 million manufacturing workers in Germany. Rising export opportunities lead to two equally important sources of earnings gains: on-the-job, and via employer switches within the same industry. Highly skilled workers benefit the most. Import shocks mostly hurt lowskilled workers, especially when they possess lots of industry-specific human capital. They also destroy workers rents when separating from high-wage plants, and they leave strongly scarring effects in the event of a mass layoff. We connect our results to the growing theoretical literature on the labor market effects of trade." (Author's abstract, IAB-Doku) ((en))

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Engzell, Per & Nathan Wilmers (2021): Firms and the Intergenerational Transmission of Labor Market Advantage. (SocArXiv papers), 62 S. DOI:10.31235/osf.io/mv3e9

Abstract

"Recent research finds that pay inequality stems both from firm pay-setting and from workers’ individual characteristics. Yet, intergenerational mobility research remains focused on transmission of individual traits, and has failed to test how firms shape the inheritance of inequality. We study this question using three decades of Swedish population register data, and decompose the intergenerational earnings correlation into firm pay premiums and stable worker effects. One quarter of the intergenerational earnings correlation at midlife is explained by sorting between firms with unequal pay. Employer or industry inheritance account for a surprisingly small share of this firm-based earnings transmission. Instead, children from high-income backgrounds benefit from matching with high-paying firms irrespective of the sources of parents’ earnings advantage. Our analysis reveals how an imperfectly competitive labor market provides an opening for skill-based rewards in one generation to become class-based advantages in the next." (Author's abstract, IAB-Doku) ((en))

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Ette, Andreas & Nils Witte (2021): Brain Drain or Brain Circulation? Economic and Non-Economic Factors Driving the International Migration of German Citizens. In: M. Erlinghagen, A. Ette, N. F. Schneider & N. Witte (Hrsg.) (2021): ¬The¬ Global Lives of German Migrants, S. 65-83. DOI:10.1007/978-3-030-67498-4_4

Abstract

"International movements by people from economically highly developed welfare states are a puzzle for the classic canon of migration theories, which generally focus on flows from less to more developed regions. Based on a simple theoretical framework linking largely disparate literatures on international and internal migration as well as the field of global work experience, this chapter provides an analysis of the emigration and remigration decisions of German citizens. Whereas the five theoretical dimensions-expected financial returns, job satisfaction, social capital, mobility capital, and employment in transnational professions-already explain much of the variance in the emigration decisions, the theoretical and empirical understanding of remigration decision-making processes remains a challenge. Contributing to recent debates about a brain drain from economically highly developed countries, this chapter provides evidence that the international migration of German citizens is best understood as brain circulation. Temporary migration dominates these international movements and emigrants are similar to remigrants along many theoretical dimensions. Although some indications for a potential loss of human capital caused by international migration do exist, they remain insignificant in light of Germany’s overall volume of international migration. Political debates about flows of people from highly developed countries should focus less on potential losses of human capital for national economies and more on the economic and non-economic returns international migration offers for individual life courses." (Author's abstract, IAB-Doku, © Springer) ((en))

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Fallick, Bruce, John C. Haltiwanger, Erika McEntarfer & Matthew Staiger (2021): Job Displacement and Job Mobility: The Role of Joblessness. (NBER working paper 29187), Cambridge, Mass, 51 S. DOI:10.3386/w29187

Abstract

"Who is harmed by and who benefits from worker reallocation? We investigate the earnings consequences of changing jobs and find a wide dispersion in outcomes. This dispersion is driven not by whether the worker was displaced, but by the duration of joblessness between job spells. Job movers who experience joblessness suffer a persistent reduction in earnings and tend to move to lower-paying firms, suggesting that job ladder models offer a useful lens through which to understand the negative consequences of job separations." (Author's abstract, IAB-Doku) ((en))

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Grätz, Michael (2021): Does Regime Change Affect Intergenerational Mobility? Evidence from German Reunification. In: European Sociological Review, Jg. 37, H. 3, S. 465-481. DOI:10.1093/esr/jcaa061

Abstract

"This study uses the natural experiment of German reunification and a difference-in-differences approach to test whether the political and economic transition in East Germany in 1990 affected intergenerational occupational and educational mobility. Results obtained using data from the German Socio-Economic Panel Study show that German reunification did neither strongly affect occupational nor educational mobility. These findings are robust to operationalizing social origin in various ways. Admittedly, reunification may have had small or long-term effects on occupational and educational mobility that cannot be uncovered with the data and research design employed in this study. However, the findings rule out that there were large, short- or medium-term effects of German reunification on intergenerational mobility. These findings are at odds with theories that argue that institutional change has strong, immediate causal effects on intergenerational mobility." (Author's abstract, IAB-Doku) ((en))

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Halvorsen, Elin, Serdar Ozkan & Sergio Salgado (2021): Earnings Dynamics and Its Intergenerational Transmission: Evidence from Norway. (Working paper / Federal Reserve Bank of St. Louis 2021,15), Saint Louis, MO, 70 S. DOI:10.20955/wp.2021.015

Abstract

"Using administrative data from Norway, we first present stylized facts on labor earnings dynamics between 1993 and 2017 and its heterogeneity across narrow population groups. We then investigate the parents' role in children's income dynamics—the intergenerational transmission of income dynamics. We find that children of high-income, high-wealth fathers enjoy steeper income growth over the life cycle and face more volatile but more positively skewed income changes, suggesting that they are more likely to pursue high-return, high-risk careers. Children of poorer fathers also face more volatile incomes, but theirs grow more gradually and are more left skewed. Furthermore, the income dynamics of fathers and children are strongly correlated. In particular, children of fathers with steeper life-cycle income growth, more volatile incomes, or higher downside risk also have income streams of similar properties. We also confirm that fathers' significant role in workers' income dynamics is not simply spurious because of omitted variables, such as workers' own permanent income. These findings shed new light on the determinants of intergenerational mobility." (Author's abstract, IAB-Doku) ((en))

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Kenedi, Gustave & Louis Sirugue (2021): The Anatomy of Intergenerational Income Mobility in France and its Spatial Variations. (PSE working paper / Paris School of Economics 2021-59 halshs-03455282), Paris, 83 S.

Abstract

"We provide new estimates of intergenerational income mobility in France for children born in the 1970s using rich administrative data. Since parents' incomes are not observed, we employ a two-sample two-stage least squares estimation procedure. At the national level, every measure of intergenerational income persistence (intergenerational elasticities, rank-rank correlations, and transition matrices) suggests that France is characterized by relatively strong persistence relative to other developed countries. Children born to parents in the bottom 20% of their income distribution have a 10.1% probability of reaching the top 20% as adults. This probability is of 39.1% for children born to parents in the top 20%. At the local level, we find substantial spatial variations in intergenerational mobility. It is higher in the West of France and particularly low in the North and in the South. We uncover significant relationships between absolute upward mobility and characteristics of the environment an individual grew up in, such as the unemployment rate, population density, and income inequality." (Author's abstract, IAB-Doku) ((en))

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Kiersztyn, Anna (2021): Who moves from fixed-term to open-ended contracts? Youth employment transitions in a segmented labour market. In: Acta sociologica, Jg. 64, H. 2, S. 198-214. DOI:10.1177/0001699320920910

Abstract

"This article explores the career effects of fixed-term employment among Polish youth, taking into account specific legal and institutional arrangements affecting both the incidence of temporary jobs and the chances of moving into more stable employment contracts. The aim of the analysis is twofold. First, it seeks to assess whether temporary contracts serve as a stepping-stone to stable employment or a trap leading to fragmented careers consisting of recurrent short-term jobs. Second, it identifies the factors which increase the chances of successful labour market integration. Both issues are addressed through a quantitative analysis of retrospective career data for a cohort of respondents aged 21-30 from two waves of the Polish Panel Survey (POLPAN), 2008 and 2013. Results suggest that temporary employment is not restricted to entry-level jobs and acts as a trap rather than a stepping-stone. In addition, the opportunities for moving from fixed-term to open-ended contracts appear to have deteriorated over the years. However, gaining early on-the-job experience, especially in occupations involving highly complex tasks, may improve the chances of attaining job stability." (Author's abstract, IAB-Doku) ((en))

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König, Franziska (2021): Berufliches Crossover zwischen ökonomischer und soziokultureller Fachwelt. Eine biografieanalytische Untersuchung. (Qualitative Fall- und Prozessanalysen 23), Leverkusen: Verlag Barbara Budrich, 224 S.

Abstract

"Der Wechsel in eine andere berufliche Fachwelt stellt Arbeitnehmerinnen und Arbeitnehmer vor neue Aufgaben und Herausforderungen. Welche individuellen Voraussetzungen müssen erfüllt und welche institutionellen Rahmenbedingungen sollten gegeben sein, damit ein erfolgreiches berufliches Crossover gelingt? Die Studie zeigt, dass das Crossover zwischen den Fachwelten ein gesamtbiografischer Prozess ist, der sich in den Biografien der Befragten nicht erst im Berufsleben abzeichnet. Erfolgreiche Fachweltwechsel werden von den hybriden Kompetenzen des Einzelnen bedingt und nur selten durch institutionelle und soziale Unterstützungsangebote begleitet." (Verlagsangaben, IAB-Doku)

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Maczulskij, Terhi (2021): Occupational Mobility of Routine Workers. (ETLA working papers 87), Helsinki, 40 S.

Abstract

"This paper analyzes whether occupational polarization takes place within workers or due to changes in the composition of workers by using comprehensive panel data from Finland. The decomposition analysis shows that the decrease in mid-level routine occupations and the simultaneous increase in high-level abstract occupations is largely a within-worker phenomenon. In contrast, the share of low-skilled nonroutine manual tasks has largely increased through entry dynamics. Data on plant closures are used to identify involuntary separations from routine occupations. These results demonstrate a strong, uneven adjustment pattern, with routine cognitive workers being more able to move to abstract tasks and adjust with smaller wage costs than routine manual workers." (Author's abstract, IAB-Doku) ((en))

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Matthies, Hildegard (2021): Cooling out in der Arbeitswelt: Berufswechsel als Folge eines Mismatch von Habitus und Feld. In: Berliner Journal für Soziologie, Jg. 31, H. 3/4, S. 415-443. DOI:10.1007/s11609-021-00453-7

Abstract

"In diesem Beitrag werden Berufswechsel aus der Cooling-out-Perspektive rekonstruiert. Dabei wird das Cooling-out-Konzept in zweierlei Hinsicht erweitert. Erstens wird es mit Blick auf die an Goffman anschließende Diskussion nicht nur als eine von außen auf ein Subjekt gerichtete Selektionsstrategie aufgefasst, sondern auch als eine von innen kommende Strategie der Krisenintervention zur Verarbeitung von beruflichen Enttäuschungen. Zweitens wird ein berufliches Cooling out in Anlehnung an Bourdieu als Folge eines misslungenen Passungsverhältnisses von beruflichen Bewährungsbedingungen und individuellen Dispositionen konzeptualisiert, um die Entweder-oder-Struktur von Selbst- versus Fremdselektion zu überwinden und auch das „Dazwischen“ von Feld und Subjekt in den Blick zu nehmen. Am Beispiel von empirischen Fallstudien unter Berufswechslern wird gezeigt, dass Entscheidungen für einen Berufswechsel keiner der beiden Seiten allein zugeschlagen werden können, sondern lediglich den Endpunkt einer kontinuierlichen biographischen Erfahrungsaufschichtung darstellen, an der individuelle Dispositionen ebenso wie Feldstrukturen ihren Anteil haben." (Autorenreferat, IAB-Doku, © Springer-Verlag)

Zitatform

Nennstiel, Richard (2021): On the way to becoming a society of downward mobility? Intergenerational occupational mobility in seven West German birth cohorts (1944–1978). In: Research in Social Stratification and Mobility, Jg. 73, S. 1-11. DOI:10.1016/j.rssm.2021.100609