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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?
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  • Literaturhinweis

    Understanding the decline in self-employment among individuals nearing retirement (2015)

    Heim, Bradley T. ;

    Zitatform

    Heim, Bradley T. (2015): Understanding the decline in self-employment among individuals nearing retirement. In: Small business economics, Jg. 45, H. 3, S. 561-580. DOI:10.1007/s11187-015-9660-2

    Abstract

    "This paper examines the sources of the decline in self-employment among near-retirees over 1994 - 2012. Using Current Population Survey data, tabulations imply that the decline was driven by an increase in the exit rate to wage and salary employment, a decline in the rate of self-employment among new entrants into this age cohort, and an increase in the share of these new entrants. Multinomial logits suggest that health insurance coverage and after-tax prices of health insurance were significantly associated with these three rates. However, counterfactual simulations suggest that only the changes in after-tax prices of health insurance were found to appreciably influence the trends in these rates, though in the opposite direction of the actual declining trend for the rate of self-employment of new entrants." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The great escape: Intergenerational mobility since 1940 (2015)

    Hilger, Nathaniel G.;

    Zitatform

    Hilger, Nathaniel G. (2015): The great escape: Intergenerational mobility since 1940. (NBER working paper 21217), Cambrige, Mass., 67 S. DOI:10.3386/w21217

    Abstract

    "Tax records indicate that intergenerational mobility (IM) has been stable for cohorts entering the labor market since the 1990s. I show that when using educational attainment as a proxy for adult income, stable IM is a new phenomenon: IM rose significantly for cohorts entering the labor market from 1940 to 1980. I measure IM directly in historical Census data for children still living with their parents at ages 22-25, and indirectly for other children using an imputation procedure that I validate in multiple data sets with parent-child links spanning the full 1940-2000 period. Post-war mobility gains were larger in the South and for blacks, and were driven by gains in high school rather than college enrollment. Controlling for region and year, states with higher IM have had lower income inequality, higher income levels, more educational inputs, higher minimum dropout ages, and lower teen birth rates. IM gains plausibly increased aggregate annual earnings growth by 0.125-0.25 percentage points over the 1940-1980 period." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    A summary of what we know about social mobility (2015)

    Hout, Michael ;

    Zitatform

    Hout, Michael (2015): A summary of what we know about social mobility. In: The ANNALS of the American Academy of Political and Social Science, Jg. 657, H. 1, S. 27-36. DOI:10.1177/0002716214547174

    Abstract

    "Academic research on social mobility from the 1960s until now has made several facts clear. First, and most important, it is better to ask how the conditions and circumstances of early life constrain adult success than to ask who is moving up and who is not. The focus on origins keeps the substantive issues of opportunity and fairness in focus, while the mobility question leads to confusing side issues. Second, mobility is intrinsically symmetrical; each upward move is offset by a downward move in the absence of growth, expansion, or immigration. Third, social origins are not a single dimension of inequality that can be paired with the outcome of interest (without significant excluded variable bias); they are a comprehensive set of conditions describing the circumstances of youth. Fourth, the constraints of social origins vary by time, place, and subpopulation. These four 'knowns' should inform any attempt to collect new data on mobility." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Early career occupational mobility of Turkish and Moroccan second generation migrants in Flanders, Belgium (2015)

    Laurijssena, Ilse; Glorieuxa, Ignace;

    Zitatform

    Laurijssena, Ilse & Ignace Glorieuxa (2015): Early career occupational mobility of Turkish and Moroccan second generation migrants in Flanders, Belgium. In: Journal of Youth Studies, Jg. 18, H. 1, S. 101-117. DOI:10.1080/13676261.2014.933194

    Abstract

    "This article analyses the early career occupational mobility of people from a Turkish or Moroccan descent in Flanders (Belgium). Previous research showed that second generation migrants are less successful than natives when entering the labour market. We compare the progress in socio-economic status (SES) that youngsters of native and non-native descent make from their first to later jobs at the start of their career. Both second-generation immigrants and native majority young adults experience upward occupational mobility during this crucial phase of their occupational career. The gap between native and ethnic minority youth, however, does not narrow over the course of the years. The first job offers less SES for non-natives compared to that of natives, and the minority-native gap in occupational attainment remains constant afterwards. The future career is largely determined by the characteristics of the start of the occupational career, and educational attainment even before. Promising, however, might be the finding that a first job with a relative low occupational status does offer better opportunities for Turkish and Moroccan second-generation migrants than for native majority youth to do some catching up later on. In combination with a long-term negative impact of initial unemployment, ethnic minority youth perhaps are best off with starting to work as soon as possible after school leaving." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Wage risk and the value of job mobility in early employment careers (2015)

    Liu, Kai ;

    Zitatform

    Liu, Kai (2015): Wage risk and the value of job mobility in early employment careers. (IZA discussion paper 9256), Bonn, 47 S.

    Abstract

    "This paper shows that job mobility is a valuable channel which employed workers use to mitigate bad labor market shocks. I construct and estimate a model of wage dynamics jointly with a dynamic model of job mobility. The key feature of the model is the specification of wage shocks at the worker- firm match level, for workers can respond to these shocks by changing jobs. The model is estimated using a sample of young male workers from the 1996 panel of Survey of Income and Program Participation. The first result is that the variance of match-level shocks is large, and the consequent value of job mobility is substantial. The second result is that true wage risk is almost three times as large as the wage variance observed after job mobility, which is what other papers in the literature have called wage risk. This suggests a very different picture of the risks facing employed workers in the labor market." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Determinants of declining wage mobility in the new economy (2015)

    Maume, David J.; Wilson, George ;

    Zitatform

    Maume, David J. & George Wilson (2015): Determinants of declining wage mobility in the new economy. In: Work and occupations, Jg. 42, H. 1, S. 35-72. DOI:10.1177/0730888414552707

    Abstract

    "This study draws from the 1979 and 1997 National Longitudinal Survey to compare patterns of wage mobility among the late boomer and millennial cohorts of young men. Estimating group-based trajectory models, the authors find that fewer men enjoyed rapid wage growth and more men fell into the steady and stagnant wage-trajectory groups. Furthermore, employment patterns in the new economy (e.g., changing employers, more part-time employment, and employment in low-end service occupations) increasingly determine the mobility rates of millennials compared with boomers and are stronger predictors of mobility chances in the millennial cohort than are family background and cognitive skills." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Using occupation to measure intergenerational mobility (2015)

    Mazumder, Bhashkar ; Acosta, Miguel ;

    Zitatform

    Mazumder, Bhashkar & Miguel Acosta (2015): Using occupation to measure intergenerational mobility. In: The ANNALS of the American Academy of Political and Social Science, Jg. 657, H. 1, S. 174-193. DOI:10.1177/0002716214552056

    Abstract

    "Scholarly investigations of intergenerational mobility typically focus on either the occupations of fathers and sons or their incomes. Using an identical sample of fathers and sons, we examine how estimates of intergenerational mobility in income and occupational prestige are affected by (1) measurement that uses long time averages and (2) varying the point in the life cycle when outcomes are measured. We find that intergenerational occupational mobility is overstated when using a single year of fathers' occupation compared to a 10-year average centered on mid-career. We also find that for both income and occupation, mobility estimates are largest when sons are in their mid-career, suggesting that this may be the ideal period in which to measure their status. Finally, we see differences in the pattern of estimates across the two types of measures: for income, estimates of intergenerational persistence are highest when fathers are in their mid-career; for occupation, estimates are much larger when fathers' occupations are accounted for late in their careers." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Estimating occupational mobility with covariates (2015)

    Modalsli, Jørgen ;

    Zitatform

    Modalsli, Jørgen (2015): Estimating occupational mobility with covariates. In: Economics letters, Jg. 133, H. August, S. 77-80. DOI:10.1016/j.econlet.2015.05.017

    Abstract

    "The Altham statistic is often used to calculate intergenerational associations in occupations in studies of historical social mobility. This paper presents a method to incorporate individual covariates into such estimates of social mobility, and to construct corresponding confidence intervals. The method is applied to an intergenerational sample of Norwegian data, showing that estimates of intergenerational mobility are robust to the inclusion of controls for father's and son's age." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    How specific is apprenticeship training? Evidence from inter-firm and occupational mobility after graduation (2015)

    Mueller, Barbara; Schweri, Jürg ;

    Zitatform

    Mueller, Barbara & Jürg Schweri (2015): How specific is apprenticeship training? Evidence from inter-firm and occupational mobility after graduation. In: Oxford economic papers, Jg. 67, H. 4, S. 1057-1077. DOI:10.1093/oep/gpv040

    Abstract

    "Do apprenticeships convey mainly general or also firm- and occupation-specific human capital? Specific human capital may allow for specialization gains, but may also lead to allocative inefficiency due to mobility barriers. We analyse the case of Switzerland, which combines a comprehensive, high-quality apprenticeship system with a lightly regulated labour market. To assess human capital transferability after standardized firm-based apprenticeship training, we analyse inter-firm and occupational mobility and their effects on post-training wages. Using a longitudinal data set based on the PISA 2000 survey, we find high inter-firm and low occupational mobility within one year after graduation. Accounting for endogenous changes, we find a negative effect of occupation changes on wages, but no significant wage effect for firm changes. This indicates that occupation-specific human capital is an important component of apprenticeship training and that skills are highly transferable within an occupational field." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The anatomy of job polarisation in the UK (2015)

    Salvatori, Andrea ;

    Zitatform

    Salvatori, Andrea (2015): The anatomy of job polarisation in the UK. (IZA discussion paper 9193), Bonn, 53 S.

    Abstract

    "This paper presents new evidence on the evolution of job polarisation over time and across skill groups in the UK between 1979 and 2012. The UK has experienced job polarisation in each of the last three decades, with growth in top jobs always exceeding that in bottom ones. Overall, top occupations have gained over 80% of the employment shares lost by middling occupations. The decline of middling occupations is entirely accounted for by non-graduates who have seen their relative numbers decrease and the distribution of their employment shift towards the bottom of the occupational skill distribution. The increase at the top is entirely accounted for by compositional changes, as a result of the increase in the number of graduates since the 1990s. Employment has not polarised for graduates, but has become less concentrated in top occupations, especially in the 2000s. The paper also documents that job polarisation has not been matched by wage polarisation across the occupational distribution in any decade and discusses how these new findings relate to the existing evidence for the US and to the prevailing technology-based explanation for job polarisation. Overall, the importance of occupational changes between skill groups and the performance of occupational wages over time cast doubts on the role of technology as the main driver of polarisation in the UK. In particular, the evidence suggests that supply-side changes are likely to be important factors in explaining why high-skill occupations continued to grow in the 2000s even as they stalled in the US." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    What do we know so far about multigenerational mobility? (2015)

    Solon, Gary;

    Zitatform

    Solon, Gary (2015): What do we know so far about multigenerational mobility? (NBER working paper 21053), Cambrige, Mass., 23 S. DOI:10.3386/w21053

    Abstract

    "'Multigenerational mobility' refers to the associations in socioeconomic status across three or more generations. This article begins by summarizing the longstanding but recently growing empirical literature on multigenerational mobility. It then discusses multiple theoretical interpretations of the empirical patterns, including the one recently proposed in Gregory Clark's book The Son Also Rises." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Employment transitions and labor market exits: age and gender in the Israeli labor market (2015)

    Stier, Haya ; Endeweld, Miri ;

    Zitatform

    Stier, Haya & Miri Endeweld (2015): Employment transitions and labor market exits. Age and gender in the Israeli labor market. In: Research in Social Stratification and Mobility, Jg. 41, H. September, S. 93-103. DOI:10.1016/j.rssm.2015.01.002

    Abstract

    "This study focuses on the employment difficulties of older workers in the Israeli labor market. Using administrative panel data for the years 2005 - 2010, it traces the employment transitions of workers and their consequences, focusing on age and gender differences. The findings show that in Israel older workers, men and women alike, are indeed less likely to leave their jobs. However, once out of the labor force, they face difficulties in finding new employment. These difficulties are severer for women than for men. Male workers who experience high instability experience job losses, with no substantial age differences. The wage penalties for women are much lower, probably because of their limited opportunities in terms of earnings." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Einstieg in den Arbeitsmarkt für junge Beschäftigte: Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/5313) (2015)

    Zitatform

    (2015): Einstieg in den Arbeitsmarkt für junge Beschäftigte. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/5313). (Verhandlungen des Deutschen Bundestages. Drucksachen), 94 S.

    Abstract

    "Die OECD (OECD - Organisation für wirtschaftliche Zusammenarbeit und Entwicklung) hat aktuell ihren Skills Outlook 2015 veröffentlicht. Der Anteil von befristeten Arbeitsverhältnissen bei jungen Beschäftigten liegt in Deutschland mit knapp 50 Prozent bei der Gruppe der 15- bis 24-Jährigen so hoch wie in kaum einem anderen der untersuchten Länder.
    Dazu schreibt SPIEGEL ONLINE mit Bezug auf den OECD-Bericht: 'Befristete Jobs können zwar sinnvoll sein, indem sie jungen Menschen den Einstieg ins Berufsleben erleichtern. Oft sind sie aber auch mit gravierenden Nachteilen verbunden, wie die OECD ausführt: In vielen Fällen können befristet Beschäftigte ihre Fähigkeiten nicht voll in die Arbeit einbringen. Wer einen Zeitvertrag hat, hat auch geringere Chancen, an einer Weiterbildung teilzunehmen. Im schlimmsten Fall können durch die Befristungen daher Kompetenzen verkümmern, warnt die Organisation.'
    Vor diesem Hintergrund ist eine genauere Beleuchtung der Arbeitsmarktsituation für junge Beschäftigte notwendig, und es stellt sich die Frage, welche Konsequenzen die Bundesregierung daraus zieht.
    Falls zu den genannten Altersgruppen keine Daten vorliegen, wird gebeten, die vorhandenen Daten zu ähnlichen oder vergleichbaren Altersgruppen anzugeben." (Textauszug, IAB-Doku)

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  • Literaturhinweis

    Labour market mobility patterns during the 2008 crisis: inequalities in a comparative perspective (2014)

    Erhel, Christine ; Guergoat-Larivière, Mathilde ; Trancart, Danièle;

    Zitatform

    Erhel, Christine, Mathilde Guergoat-Larivière & Danièle Trancart (2014): Labour market mobility patterns during the 2008 crisis. Inequalities in a comparative perspective. (Centre d'Etudes de l'Emploi. Document de travail 169), Noisy-le-Grand, 34 S.

    Abstract

    "Using EU-SILC panel data from years 2008 to 2010, this paper builds typologies of labour market sequences over the three years, using a clustering analysis algorithm. The results confirm the importance of individual characteristics (age, gender, education level) in observed labour market mobility patterns. Low-educated youth tend to be disadvantaged across the EU over the two years considered. Gender differences are mainly related to the importance of inactivity. Cross-country differences appear important in terms of medium term labour market trajectories, especially for youth. In particular, the heterogeneity across countries is the highest for low-educated youth. These differences are influenced by the labour market context, but also by the role of education system since sequences including studies are quite frequent." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Labor market intermediaries make the world smaller (2014)

    Gianelle, Carlo;

    Zitatform

    Gianelle, Carlo (2014): Labor market intermediaries make the world smaller. In: Journal of Evolutionary Economics, Jg. 24, H. 5, S. 951-981. DOI:10.1007/s00191-014-0373-5

    Abstract

    "This paper uses network analysis to study how employment intermediaries have influenced inter-firm worker mobility in a region of Italy, in response to a 1997 reform that introduced temporary employment agencies. Worker reallocations from a matched employer-employee dataset are mapped onto a directed graph where the vertices are firms and the links denote transfers of workers between firms. Temporary employment agencies significantly improve network integration and practicability, while rapidly increasing the control over mobility channels. The trade off inherent in intermediation activity is captured and discussed. The potential of network analysis as a tool for monitoring regional labor markets is highlighted." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Should I stay or should I go?: an investigation of graduate regional mobility in the UK and its impact upon early career earnings (2014)

    Kidd, Michael; O'Leary, Nigel; Sloane, Peter;

    Zitatform

    Kidd, Michael, Nigel O'Leary & Peter Sloane (2014): Should I stay or should I go?: an investigation of graduate regional mobility in the UK and its impact upon early career earnings. (IZA discussion paper 8325), Bonn, 31 S.

    Abstract

    "This paper uses HESA data from the Destination of Leavers from Higher Education survey 2003/04 to examine whether more mobile students in terms of choice of institution and location of employment earn more than those who are less mobile. The clear finding is that mobility is associated with superior earnings outcomes, but principally through mobility as it relates to students extending their horizon of job search. A bivariate probit analysis also confirms that there is a positive relationship between regional mobility both in the choice of attending university and the choice of where to take up employment." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Stay or leave?: race, education, and changing returns to the external labor market strategy, 1976 - 2009 (2014)

    Kronberg, Anne-Kathrin ;

    Zitatform

    Kronberg, Anne-Kathrin (2014): Stay or leave? Race, education, and changing returns to the external labor market strategy, 1976 - 2009. In: Work and occupations, Jg. 41, H. 3, S. 305-349. DOI:10.1177/0730888414535218

    Abstract

    "Since the 1970s, firm-internal opportunities for advancement have waned, and more employees have switched employers to build their career. The author compares the effect of staying and leaving one's employer and how each career avenue reproduces or alleviates race-based earnings inequality. Using the Panel Study of Income Dynamics 1976 - 2009, the author finds that racial differences among women are unaffected by external mobility. Among men, the effect of switching depends on education: Since the 1970s, the Black - White gap first widened and then narrowed among male high school graduates. In contrast, the race gap first narrowed and then widened among male college graduates." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    A new look at intergenerational mobility in Germany compared to the US (2014)

    Schnitzlein, Daniel D. ;

    Zitatform

    Schnitzlein, Daniel D. (2014): A new look at intergenerational mobility in Germany compared to the US. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 689), Berlin, 35 S.

    Abstract

    "Motivated by contradictory evidence on intergenerational mobility in Germany, I present a cross-country comparison of Germany and the US, reassessing the question of whether intergenerational mobility is higher in Germany than the US. I can reproduce the standard result from the literature, which states that the German intergenerational elasticity estimates are lower than those for the US. However, based on highly comparable data, even a reasonable degree of variation in the sampling rules leads to similar estimates in both countries. I find no evidence for nonlinearities along the fathers' earnings distribution. In contrast, the analysis shows that mobility is higher for the sons at the lowest quartile of the sons' earnings distribution in both countries. In Germany this result is mainly driven by a high downward mobility of sons with fathers in the upper middle part of the earnings distribution. The corresponding pattern is clearly less pronounced in the US." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Occupations and the evolution of gender differences in intergenerational socioeconomic mobility (2014)

    Schwenkenberg, Julia M.;

    Zitatform

    Schwenkenberg, Julia M. (2014): Occupations and the evolution of gender differences in intergenerational socioeconomic mobility. In: Economics letters, Jg. 124, H. 3, S. 348-352. DOI:10.1016/j.econlet.2014.06.017

    Abstract

    "This paper analyzes intergenerational mobility experiences of daughters and sons with respect to their fathers' occupational status and documents changes in gender differences over time. While women have been in occupations with lower overall earnings potential, men are more likely to be in occupations characterized by long hours and low returns. The mobility gap in earnings has been closing and a mobility advantage with respect to education has been emerging." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Lohnt sich ein Auslandsaufenthalt während des Studiums?: Ergebnisse der Evaluierung eines Förderprogrammes (2013)

    Euler, Hanns Peter; Reber, Gerhard; Glaser, Evelyne; Rami, Ursula ; Bacher, Johann ;

    Zitatform

    Euler, Hanns Peter, Ursula Rami, Evelyne Glaser, Gerhard Reber & Johann Bacher (2013): Lohnt sich ein Auslandsaufenthalt während des Studiums? Ergebnisse der Evaluierung eines Förderprogrammes. In: Die Betriebswirtschaft, Jg. 73, H. 5, S. 425-447.

    Abstract

    "Der Nachweis der Wirkungen von geförderten studienbezogenen Auslandsaufenthalten hinsichtlich der angestrebten Ziele blieb international bisher aus. Am Beispiel des Kepler-Internationalisierungsprogrammes wurden zwei repräsentative Samples von Absolventen mit und ohne Auslandsaufenthalte (jeweils mit ca. n = 500) miteinander verglichen. Programmexterne Einflüsse konnten methodisch so gut wie ausgeschlossen werden. Das Ergebnis zeigt eindeutige Vorteile durch Auslandsaufenthalte sowohl hinsichtlich des Erwerbes von überfachlichen Kompetenzen als auch im späteren Berufsweg der Absolventen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Trends in sector switching: evidence from employer-employee data (2013)

    Frederiksen, Anders ; Rosenberg Hansen, Jesper;

    Zitatform

    Frederiksen, Anders & Jesper Rosenberg Hansen (2013): Trends in sector switching. Evidence from employer-employee data. (University Aarhus. Economics working paper 2013-11), Aarhus, 34 S.

    Abstract

    "Sector switching is new to the public administration literature and our knowledge about the prevalence and trends is limited. Yet, sector switching is an important phenomenon which casts light on public-private differences. We study sector switching in a modern economy using unique Danish register-based employer-employee data covering more than 25 years. We find that sector switching constitutes 18.5 percent of all job-to-job mobility and the trend is increasing both in general, for administrative professionals, for top managers and, in particular, for middle managers. These findings are robust to controlling for general trends in labour market mobility, unemployment and economic growth." (Author's abstract, IAB-Doku) ((en))

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    Repeated job quits: stepping stones or learning about quality? (2013)

    Gielen, Anne C. ;

    Zitatform

    Gielen, Anne C. (2013): Repeated job quits. Stepping stones or learning about quality? In: IZA journal of European Labor Studies, Jg. 2, S. 1-22. DOI:10.1186/2193-9012-2-7

    Abstract

    "Increasing labor mobility is high on the political agenda because of its supposedly positive effects on labor market functioning. However, little attention has been paid to information imperfections, and to what extent they limit potential efficiency gains of labor mobility. When the quality of a new job offer is known ex ante, job quits serve as a stepping stone to better jobs. Yet, if job quality is only observed ex post, job quits may lead to worse matches. This paper argues that actual job quit behavior is characterized by a mixture of both, and investigates the relative empirical content of both extremes in quit decisions. A variance decomposition shows that for nearly 70% of job quits job quality was observed ex-ante; the remaining 30% was learned ex post. Hence, stimulating job mobility mostly improves labor market outcomes, though governments may aim to further reduce information imperfections in order to maximize the efficacy of labor policies." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Diverging top and converging bottom: labour flexibilization and changes in career mobility in the USA (2013)

    Kim, Young-Mi;

    Zitatform

    Kim, Young-Mi (2013): Diverging top and converging bottom. Labour flexibilization and changes in career mobility in the USA. In: Work, employment and society, Jg. 27, H. 5, S. 860-879. DOI:10.1177/0950017012464418

    Abstract

    "The purpose of this study is to explore changes in career mobility in the US labour market during the late 1990s and early 2000s, a period in which career boundaries weakened and workers' employment options became increasingly flexible. Using multiple panel data of a nationally representative sample of US employees between 1990 and 2003, the pattern of workers' short-term movement across various types of boundaries in the labour market is analysed, as well as change over time and by skill group. The result shows that although the probability of switching firms increased for all workers, the career trajectories of lower-skilled groups showed increasingly opposite trends from those of higher-skilled groups. In particular, occupational immobility was reduced significantly for workers in lower-skilled occupations, yet their changes of occupation occurred mainly within their origin class, resulting in strengthening of class boundaries. Implications of this finding are discussed in light of recent debate on class stratification." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Intergenerational occupational mobility in Great Britain and the United States since 1850 (2013)

    Long, Jason; Ferrie, Joseph;

    Zitatform

    Long, Jason & Joseph Ferrie (2013): Intergenerational occupational mobility in Great Britain and the United States since 1850. In: The American economic review, Jg. 103, H. 4, S. 1109-1137. DOI:10.1257/aer.103.4.1109

    Abstract

    "The US tolerates more inequality than Europe and believes its economic mobility is greater than Europe's, though they had roughly equal rates of intergenerational occupational mobility in the late twentieth century. We extend this comparison into the nineteenth century using 10,000 nationally-representative British and US fathers and sons. The US was more mobile than Britain through 1900, so in the experience of those who created the US welfare state in the 1930s, the US had indeed been 'exceptional'. The US mobility lead over Britain was erased by the 1950s, as US mobility fell from its nineteenth century levels." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Theory of worker turnover and knowledge transfer in high-technology industries (2013)

    Shankar, Kameshwari ; Ghosh, Suman ;

    Zitatform

    Shankar, Kameshwari & Suman Ghosh (2013): Theory of worker turnover and knowledge transfer in high-technology industries. In: Journal of Human Capital, Jg. 7, H. 2, S. 107-129. DOI:10.1086/671188

    Abstract

    "This paper builds a theoretical model to address evidence on labor mobility patterns in high-technology firms engaged in R&D. Worker turnover in these industries enables the efficient transfer of R&D knowledge across firms in a production environment characterized by volatile returns to R&D investment.We show that both the size and composition of labor turnover are affected by the extent to which R&D knowledge can be transferred and applied across the production processes of different firms. Our analysis also provides implications of such labor mobility for industry growth. We explain how labor turnover in the presence of knowledge transfer has contributed to the success of the high-technology cluster in Silicon Valley." (Author's abstract, IAB-Doku) ((en))

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    Money on the table?: firms' and workers' gains from productivity spillovers through worker mobility (2013)

    Stoyanov, Andrey ; Zubanov, Nikolay;

    Zitatform

    Stoyanov, Andrey & Nikolay Zubanov (2013): Money on the table? Firms' and workers' gains from productivity spillovers through worker mobility. (IZA discussion paper 7702), Bonn, 54 S.

    Abstract

    "We estimate how much of the gains from productivity spillovers through worker mobility is retained by the hiring firms, by the workers who bring spillovers, and by the other workers. Using linked employer-employee data from Danish manufacturing for the period 1995-2007, we find that at least two-thirds of the total output gain of 0.11% per year is netted by the firms, while the workers who bring spillovers receive at most 6% of it as the wage premium. The large share retained by the firms implies that spillovers through worker mobility are mostly a positive externality to them." (Author's abstract, IAB-Doku) ((en))

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    The role of career adaptabilities for mid-career changers (2012)

    Brown, Alan ; Bimrose, Jenny ; Hughes, Deirdre; Barnes, Sally-Anne ;

    Zitatform

    Brown, Alan, Jenny Bimrose, Sally-Anne Barnes & Deirdre Hughes (2012): The role of career adaptabilities for mid-career changers. In: Journal of vocational behavior, Jg. 80, H. 3, S. 754-761. DOI:10.1016/j.jvb.2012.01.003

    Abstract

    "Career adaptability is mediated by personality factors and socio-psychological processes, with learning playing an important role. Using a five-fold career adapt-abilities competency framework (defined here as control, curiosity, commitment, confidence and concern), which was developed from the international quantitative study that is the focus of this special edition, an explicitly qualitative study of the career biographies of mid-career changers from two European countries was undertaken. Data from 64 in-depth interviews with adults in contrasting labor markets from Norway and the UK were analysed deductively, using a career adapt-abilities framework. Results demonstrate the utility of the framework, as well as how adaptive adults used both formal and informal learning to develop career adapt-ability competencies, over time, across occupations and occupational sectors. A key conclusion relates to how this career adapt-abilities competency framework could be used to motivate adults in mid-career to adopt behaviors that help them effect positive career change." (Author's abstract, IAB-Doku) ((en))

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    To be or not to be... a scientist? (2012)

    Chevalier, Arnaud ;

    Zitatform

    Chevalier, Arnaud (2012): To be or not to be... a scientist? (IZA discussion paper 6353), Bonn, 26 S.

    Abstract

    "Policy makers generally advocate that to remain competitive countries need to train more scientists. Employers regularly complain of qualified scientist shortages blaming the higher wages in other occupations for luring graduates out of scientific occupations. Using a survey of recent British graduates from Higher Education we report that fewer than 50% of science graduates work in a scientific occupation three years after graduation. The wage premium observed for science graduates stems from occupational choice rather than a science degree. Accounting for selection into subject and occupation, the returns to working in a scientific occupation reaches 18% and there is no return to a science degree outside scientific occupations. Finally, scientists working in a scientific occupation are more satisfied with their educational and career choices, which suggests that those not working in these occupations have been pushed out of careers in science." (Author's abstract, IAB-Doku) ((en))

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    The mover's advantage: scientific performance of mobile academics (2012)

    Franzoni, Chiara ; Scellato, Giuseppe ; Stephan, Paula ;

    Zitatform

    Franzoni, Chiara, Giuseppe Scellato & Paula Stephan (2012): The mover's advantage. Scientific performance of mobile academics. (NBER working paper 18577), Cambridge, Mass., 45 S. DOI:10.3386/w18577

    Abstract

    "We investigate performance differentials associated with mobility for research active scientists residing in a broad spectrum of countries and working in a broad spectrum of fields using data from the GlobSci survey. We distinguish between two categories of mobile scientists: (1) those studying or working in a country other than that of origin and (2) those who have returned to their native country after a spell of study or work abroad. We compare the performance of these mobile scientists to natives who have never experienced a spell of mobility and are studying or working in their country of origin. We find evidence that mobile scientists perform better than those who have not experienced mobility. Among the mobile, we find some evidence that those who return perform better than the foreign born save in the United States, suggesting that positive selection is not at work in determining who remains outside the country. This is supported by the finding that for most countries the performance of returnees is no different than that of compatriots who remain abroad after controlling for other effects." (Author's abstract, IAB-Doku) ((en))

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    Trends in occupational mobility in France: 1982-2009 (2012)

    Lalé, Etienne ;

    Zitatform

    Lalé, Etienne (2012): Trends in occupational mobility in France: 1982-2009. In: Labour economics, Jg. 19, H. 3, S. 373-387. DOI:10.1016/j.labeco.2012.03.005

    Abstract

    "Are labor markets more turbulent now than thirty years ago? Most job and worker flows imply that the answer is 'no', with one exception: occupational mobility, which increased substantially in the United States. This paper remedies the lack of comparable evidence by focusing on France for the years 1982 to 2009. After correcting for various statistical biases and discrepancies that affect the measurement of occupational mobility, it documents this reallocation process overall and in different subgroups. The data reveal that, over the period considered, the fraction of workers switching occupation exhibits no trend in the aggregate because changing demographics mask increases in mobility within several age and education groups. After taking these composition effects into account, occupational mobility increased sharply in France as well." (Author's abstract, IAB-Doku) ((en))

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    The relationship between external job mobility and salary attainment across career stages (2012)

    Lam, Simon S. K.; Feldman, Daniel C.; Ng, Thomas W. H. ;

    Zitatform

    Lam, Simon S. K., Thomas W. H. Ng & Daniel C. Feldman (2012): The relationship between external job mobility and salary attainment across career stages. In: Journal of vocational behavior, Jg. 80, H. 1, S. 129-136. DOI:10.1016/j.jvb.2011.05.002

    Abstract

    "The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary benefits for employees in mid- and late career stages. Data collected from multiple industries in Hong Kong and the United States consistently show that, as expected, highly mobile early-career employees earn significantly greater salaries than their less mobile peers do. The positive effects of external job mobility on salary were stronger for early-career workers than for mid-and late-career workers." (Author's abstract, IAB-Doku) ((en))

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    Lohnentwicklung 1994 bis 2008: Berufswechsler in Deutschland und Großbritannien (2012)

    Nisic, Natascha ;

    Zitatform

    Nisic, Natascha & Parvati Trübswetter (2012): Lohnentwicklung 1994 bis 2008: Berufswechsler in Deutschland und Großbritannien. (IAB-Kurzbericht 01/2012), Nürnberg, 8 S.

    Abstract

    "Das Ausmaß beruflicher Mobilität wird häufig als Indikator für die Flexibilität von Arbeitsmärkten gesehen. Aus gesamtwirtschaftlicher Perspektive steht dabei die Anpassungsfähigkeit an den Strukturwandel im Vordergrund. Aus Sicht der einzelnen Arbeitnehmer eröffnen berufliche Veränderungen die Möglichkeit, in attraktivere Berufe zu wechseln. Hier werden die kurz- und langfristigen Effekte eines Berufswechsels auf die Löhne von abhängig Beschäftigten in Deutschland und Großbritannien untersucht. Dabei zeigt sich die Bedeutung institutioneller Rahmenbedingungen, die zum Teil sehr unterschiedliche Erwerbs- und Arbeitsmarktchancen für Arbeitnehmer erzeugen." (Autorenreferat, IAB-Doku)

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    Perceived career challenges and response strategies of women in the advanced technology sector (2012)

    Orser, Barbara; Stanley, Joanne; Riding, Allan;

    Zitatform

    Orser, Barbara, Allan Riding & Joanne Stanley (2012): Perceived career challenges and response strategies of women in the advanced technology sector. In: Entrepreneurship and Regional Development, Jg. 24, H. 1/2, S. 73-93.

    Abstract

    "The objective of this study is to gain a better understanding of the perceived barriers to career advancement specific to women in the advanced technology sectors. Strategies employed in response to perceived barriers are also examined. Empirical results are based on analysis of qualitative data from a sample of 115 women members of Canadian Women in Technology. Personal-, firm- and industry-level barriers to career advancement were documented. The respondents attributed a high proportion of the challenges they encountered to gender. Respondents were most likely to resolve challenges through personal, or 'do-it-yourself', solutions. Few cited firm- or industry-related support structures. While mentoring was identified as a frequently used response strategy through which women address career challenges, the majority of firms in the advanced technology sector lack sufficient numbers of suitable women mentors. The lack of mentorship opportunities is particularly acute for women entrepreneurs. The findings are discussed from the context of contradictions between an industry need to attract and retain entrepreneurial talent and respondents' perceived career barriers. Industry-level remedial strategies are advanced in the form of: a women's mentoring programme; case studies about successful women entrepreneurs and a website to inform women about career advancement strategies. The programmes were designed by the research team to respond to the challenges cited by women and were implemented in cooperation with the trade association as a critical component of an on-going applied research programme." (Author's abstract, IAB-Doku) ((en))

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    Unemployment insurance and job turnover in Spain (2012)

    Rebollo-Sanz, Yolanda;

    Zitatform

    Rebollo-Sanz, Yolanda (2012): Unemployment insurance and job turnover in Spain. In: Labour economics, Jg. 19, H. 3, S. 403-426. DOI:10.1016/j.labeco.2012.02.008

    Abstract

    "The aim of this paper is to shed some light on the potential relationships between the unemployment insurance system and labour market turnover. This study assumes the incentives embedded in the unemployment insurance system have a heterogeneous impact, depending on the type of labour market transition (quits versus layoffs and recalls versus new job entrances) and on a worker's attachment to the labour market (gender and type of contract). The layoff hazard rate increases as workers qualify for unemployment benefits, whilst the quit hazard rate remains stable. Similarly, employment inflow increases sharply after the exhaustion of unemployment benefits. The timing and importance of the exit differ between recalls and new job entry and depend on a worker's attachment to the labour market. The results show that unemployment benefits appear to favour job turnover and both firms' and workers' decisions seem to matter" (Author's abstract, IAB-Doku) ((en))

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    Occupational mobility and the change in the occupational structure in Britain and Germany, 1993-2008 (2012)

    Rhein, Thomas;

    Zitatform

    Rhein, Thomas & Parvati Trübswetter (2012): Occupational mobility and the change in the occupational structure in Britain and Germany, 1993-2008. In: Applied Economics Letters, Jg. 19, H. 7, S. 653-656., 2011-05-25. DOI:10.1080/13504851.2011.593492

    Abstract

    Auf der Basis des British Household Panel Survey und des Sozio-ökonomischen Panels für Deutschland werden mit Hilfe der International Standard Classification of Occupation (ISCO-88) für den Zeitraum 1993 bis 2008 Veränderungen der Berufsstruktur für die beiden Länder ermittelt. Es zeigt sich, dass die berufliche Mobilität in Großbritannien mehr als dreimal so groß ist wie in Deutschland. In einem weiteren Untersuchungsschritt wird festgestellt, dass das stark regulierte berufliche System in Deutschland allerdings kein Hinderungsgrund für den beruflichen Wandel darstellt. (IAB)

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    Die berufliche Mobilität: eine Analyse aufgrund der Ergebnisse der Schweizerischen Arbeitskräfteerhebung (SAKE) von 1993 bis 2011 (2012)

    Zitatform

    (2012): Die berufliche Mobilität. Eine Analyse aufgrund der Ergebnisse der Schweizerischen Arbeitskräfteerhebung (SAKE) von 1993 bis 2011. (BFS Aktuell : 03, Arbeit und Erwerb), Neuchâtel, 15 S.

    Abstract

    "In der Analyse geht es um die berufliche Mobilität in Bezug auf Stellenwechsel oder Austritte aus dem Erwerbsleben. 18,2% der im Jahr 2010 Erwerbstätigen haben innerhalb eines Jahres ihren Arbeitsplatz verlassen; sie haben die Stelle gewechselt (11,6%) oder ihren Arbeitsmarktstatus verändert (6,6% sind entweder neu erwerbslos gemäß ILO oder aus dem Erwerbsleben ausgetreten). In den vergangenen 20 Jahren waren hinsichtlich der Stellenwechsel keine langfristigen Tendenzen (weder steigende noch sinkende) festzustellen." (Textauszug, IAB-Doku)

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    Career mobility in Italy: a growth curves analysis of occupational attainment in the twentieth century (2011)

    Barone, Carlo ; Schizzerotto, Antonio ; Lucchini, Mario ;

    Zitatform

    Barone, Carlo, Mario Lucchini & Antonio Schizzerotto (2011): Career mobility in Italy. A growth curves analysis of occupational attainment in the twentieth century. In: European Societies, Jg. 13, H. 3, S. 377-400. DOI:10.1080/14616696.2011.568254

    Abstract

    "This article examines the role of social origins and education for career mobility in contemporary Italy by means of growth curves models. We find that opportunities for career advancement are rather limited and that risks of downward mobility are virtually negligible. Although this picture displays a noticeable degree of stability over time, a moderate increase of career fluidity across cohorts can be detected. Moreover, social origins and education exert a marked influence on the first occupation, while the subsequent career-adjustment of these initial social inequalities is rather limited. Furthermore, the small influence of origins and education on career opportunities does not display any systematic trend across cohorts." (Author's abstract, IAB-Doku) ((en))

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    Education, social origins and career (im)mobility in contemporary Italy: a holistic and categorical approach (2011)

    Bison, Ivano ;

    Zitatform

    Bison, Ivano (2011): Education, social origins and career (im)mobility in contemporary Italy. A holistic and categorical approach. In: European Societies, Jg. 13, H. 3, S. 481-503. DOI:10.1080/14616696.2011.568257

    Abstract

    "Italy has always been characterized by low rates of career mobility. However, whilst the essential features of intragenerational (im)mobility in Italy are relatively well known, much less is known about the pattern of the specific paths linking the class of the first job with later class positions. To date, no studies of career mobility have been conducted in holistic terms; that is, based on examination of the entire sequence of the class positions occupied by an individual during his/her work history. This paper develops a typology of sequences of transition from one social class to another which preserves the qualitative differences among individual sequences. We introduce a new method to measure resemblance among sequences in order to identify the main career paths observable in Italy. We then examine how these profiles have changed over time because of transformations in the economic system and of the changing size of different social classes. Furthermore, we will try to determine whether and how social origins and education affect the probabilities of following those paths. The results show that social origins: 1) still influence the career patterns of younger cohorts); and 2) play a very important role in modifying the chances of highly-educated people to enter the upward career patterns leading to the service class or to white-collar positions." (Author's abstract, IAB-Doku) ((en))

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    A longitudinal study of the determinants and outcomes of career change (2011)

    Carless, Sally A.; Arnup, Jessica L. ;

    Zitatform

    Carless, Sally A. & Jessica L. Arnup (2011): A longitudinal study of the determinants and outcomes of career change. In: Journal of vocational behavior, Jg. 78, H. 1, S. 80-91. DOI:10.1016/j.jvb.2010.09.002

    Abstract

    "The present longitudinal field study investigated the antecedents and consequences of an actual career change. The framework for this study was Rhodes and Doering's (1983) model of career change. We examined the effect of individual and organisational characteristics on career change behaviour. The individual characteristics were: traits (Openness to Experience, Extraversion, Conscientiousness and general self-efficacy), demographic factors (age, gender, marital status, and children), human capital (education level and occupational tenure), job satisfaction, job search activity and intentions to leave; and organisational factors (job security and salary). The findings showed that a range of individual characteristics were associated with career change including, Openness to Experience, Extraversion, gender, age, educational level, and occupation tenure. However, job security was the only organisational factor related to career change. One year after career change, individuals reported higher job satisfaction, improved job security and a reduction in the number of hours worked." (Author's abstract, IAB-Doku) ((en))

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    Job mobility and the gender wage gap in Italy (2011)

    Del Bono, Emilia ; Vuri, Daniela ;

    Zitatform

    Del Bono, Emilia & Daniela Vuri (2011): Job mobility and the gender wage gap in Italy. In: Labour economics, Jg. 18, H. 1, S. 130-142. DOI:10.1016/j.labeco.2010.06.002

    Abstract

    "This paper investigates the way in which job mobility contributes to the emergence of a gender wage gap in the Italian labour market. We show that men experience higher wage growth than women during the first 10 years of their career, and that this difference is particularly large when workers move across firms. This gender mobility penalty is robust to the inclusion of individual, job and firm characteristics, to different ways of accounting for individual unobserved heterogeneity, and is mainly found for voluntary job moves. Exploring the wage growth of job movers, we find that a significant gender wage penalty emerges when workers move to larger firms. This might be explained by the fact that bigger establishments offer jobs more highly valued by women than men or that the relationship between job satisfaction and firm size is less negative for women than men. Using data on job satisfaction, we find evidence for the latter hypothesis as well as some indication that wages and fringe benefits compensate for lower levels of job satisfaction in larger firms, but that this is so only for men." (Author's abstract, IAB-Doku) ((en))

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    Career changers in teaching jobs: a case study based on the Swiss vocational education system (2011)

    Hof, Stefanie; Wolter, Stefan C. ; Strupler, Mirjam;

    Zitatform

    Hof, Stefanie, Mirjam Strupler & Stefan C. Wolter (2011): Career changers in teaching jobs. A case study based on the Swiss vocational education system. (IZA discussion paper 5806), Bonn, 25 S.

    Abstract

    "This study investigates the determinants and motives of professionals who change career to vocational teaching. The framework for this study is the Swiss vocational education system, which requires that teachers of vocational subjects must have a prior career in that specific field. Thus, to work in teaching, every vocational teacher has to change his or her initial career. This paper focuses on the relevance of monetary motives for changing a career to teaching. Using a unique data set of trainee teachers, we show that professionals who change their careers to teaching earned on average more in their first career than comparable workers in the same occupation. Our findings additionally demonstrate that the average career changer still expects to earn significantly more as a teacher than in the former career. However, the study shows substantial heterogeneity and a zero wage elasticity of the teacher supply, suggesting that non-monetary motives are more relevant for career change than monetary factors." (Author's abstract, IAB-Doku) ((en))

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    How destructive is creative destruction? Effects of job loss on job mobility, withdrawal and income (2011)

    Huttunen, Kristiina; Salvanes, Kjell G. ; Møen, Jarle ;

    Zitatform

    Huttunen, Kristiina, Jarle Møen & Kjell G. Salvanes (2011): How destructive is creative destruction? Effects of job loss on job mobility, withdrawal and income. In: Journal of the European Economic Association, Jg. 9, H. 5, S. 840-870. DOI:10.1111/j.1542-4774.2011.01027.x

    Abstract

    "We analyze short and long-term effects of worker displacement. Our sample consists of male workers displaced from Norwegian manufacturing plants. We find that displacement increases the probability of leaving the labor force by 31%. The drop-out rate from the labor force is particularly high in the first years following displacement. The average earnings effects for those who remain in the labor force are moderate, a 3% loss relative to non-displaced workers after seven years. Splitting displaced workers on within- and between-firm movers, we find that the estimated earnings loss is entirely driven by between-firm movers who experience a 3.6% loss. Transfers to other plants within multi-plant firms upon displacement are quite common. Our results support the view that human capital is partly firm specific and partly industry specific. We find no evidence suggesting that human capital is plant specific." (Author's abstract, IAB-Doku) ((en))

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    Lohnentwicklung von Berufswechslern in Deutschland und Großbritannien: Wann lohnt sich der Weg aus der Backstube? (2011)

    Nisic, Natascha ;

    Zitatform

    Nisic, Natascha & Parvati Trübswetter (2011): Lohnentwicklung von Berufswechslern in Deutschland und Großbritannien: Wann lohnt sich der Weg aus der Backstube? In: IAB-Forum H. 1, S. 64-69., 2011-08-01. DOI:10.3278/IFO1101W064

    Abstract

    "Während die hohe Bedeutung von Ausbildungszertifikaten in Deutschland Geringqualifizierten den Zugang zu besser bezahlten Berufen verwehrt, können Hochschulabsolventen berufliche Wechsel zum Karriereaufstieg nutzen. In der weniger starren Berufsstruktur Großbritanniens lohnen sich Berufswechsel hingegen für alle. Der Wechsel erfolgt allerdings zumeist dann, wenn Beschäftigte in ihrem bisher ausgeübten Beruf Gehaltseinbußen hinnehmen mussten." (Autorenreferat, IAB-Doku)

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    Unemployment and occupational mobility at the beginning of employment career in Germany and the UK (2011)

    Schmelzer, Paul;

    Zitatform

    Schmelzer, Paul (2011): Unemployment and occupational mobility at the beginning of employment career in Germany and the UK. (IAB-Discussion Paper 25/2011), Nürnberg, 24 S.

    Abstract

    "Gerade am Anfang der Erwerbskarriere ist Arbeitslosigkeit keine Seltenheit. In diesem Artikel argumentieren wir, dass in Abhängigkeit von institutionellen Rahmenbedingungen Arbeitslosigkeit verschiedene Konsequenzen für die zukünftige Erwerbskarriere in Großbritannien und Deutschland hat. Während Such- und Matchingmodelle positive Effekte prognostizieren, sagen die Humankapitaltheorie und Signaltheorie negative Effekte voraus. Der berufsorientierte Arbeitsmarkt in Deutschland mit seinem starken Kündigungsschutz könnte zur Stigmatisierung von Arbeitslosen führen, was sich negativ auf die zukünftige Erwerbskarriere auswirken könnte. Die 'trial and error' Strategie in einem liberalen Arbeitsmarkt wie Großbritannien könnte dagegen die berufliche Position nach der Arbeitslosigkeit verbessern. Bei Auswertung der Daten werden GSEP und BHPS Datensätze benutzt und simultan die Hazard-Raten und die Veränderung im beruflichen Status geschätzt." (Autorenreferat, IAB-Doku)

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    Job mobility in Europe, Japan and the U.S. (2010)

    Borghans, Lex ; Golsteyn, Bart H. H. ;

    Zitatform

    Borghans, Lex & Bart H. H. Golsteyn (2010): Job mobility in Europe, Japan and the U.S. (IZA discussion paper 5386), Bonn, 42 S.

    Abstract

    "Evidence about job mobility outside the U.S. is scarce and difficult to compare crossnationally because of non-uniform data. We document job mobility patterns of college graduates in their first three years in the labor market, using unique uniform data covering 11 European countries and Japan. Using the NLSY, we replicate the information in this survey to compare the results to the U.S. We find that (1) U.S. graduates hold more jobs than European graduates. (2) Contrasting conventional wisdom, job mobility in Japan is only somewhat lower than the European average. (3) There are large differences in job mobility within Europe." (Author's abstract, IAB-Doku) ((en))

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    Mobility versus job stability: assessing tenure and productivity outcomes (2010)

    Cruz-Castro, Laura; Sanz-Menendez, Luis;

    Zitatform

    Cruz-Castro, Laura & Luis Sanz-Menendez (2010): Mobility versus job stability. Assessing tenure and productivity outcomes. In: Research Policy, Jg. 39, H. 1, S. 27-38. DOI:10.1016/j.respol.2009.11.008

    Abstract

    "Based on the data from survey responses and publications of 1583 academic scientists in Spain, this paper examines the relationship between scientific performance and reward, considering tenure and permanent positions as key academic rewards in early phases of academic career and focusing especially on the mediating effect of mobile versus stable career paths. Although widely practiced, inbreeding has often been considered to be at odds with universalism and merit in science. Our findings indicate that inbred faculty does not get tenure with less scientific merits than PhDs from other institutions; we also find that non-mobile careers are a strong predictor of the timing of rewards in the form of early permanent positions. Our results question the assumption mainly based on US evidence that mobility enhances career. These findings must be interpreted in the context of organizational and institutional features of the Spanish academic system that promote the development of internal academic research job markets." (Author's abstract, IAB-Doku) ((en))

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    Interne Arbeitsmärkte und die Karrieremobilität von Akademikerinnen und Akademikern in Deutschland und Großbritannien (2010)

    Leuze, Kathrin ;

    Zitatform

    Leuze, Kathrin (2010): Interne Arbeitsmärkte und die Karrieremobilität von Akademikerinnen und Akademikern in Deutschland und Großbritannien. In: Beiträge zur Hochschulforschung, Jg. 32, H. 4, S. 24-47.

    Abstract

    "Der Beitrag untersucht ländervergleichend Beschäftigungsmuster von Hochschulabsolventinnen und -absolventen im öffentlichen Dienst und in der Privatwirtschaft sowie in professionellen und nicht-professionellen Berufen. Basierend auf dem Konzept der internen Arbeitsmärkte wird gefragt, inwiefern die landestypische Kopplung von Hochschulsystem und Arbeitsmarktsegmenten sowie deren soziale Schließung den Übergang von der Hochschule in den Arbeitsmarkt beeinflussen. Dafür werden zwei Länder betrachtet, die sich stark in der Organisation von öffentlichem Dienst und Professionen unterscheiden: Deutschland und Großbritannien. Die empirische Überprüfung der Bedeutung von Arbeitsmarktsegmentierung für die Karrieremobilität zeigt, dass sowohl die Kopplung zwischen Hochschulsystem und internen Arbeitsmarktsegmenten als auch die soziale Schließung dieser Segmente in Deutschland stärker ausgeprägt ist als in Großbritannien, was zu höheren Übergangsraten in den öffentlichen Dienst und Professionen als auch zu geringerer Mobilität zwischen den Segmenten führt." (Autorenreferat, IAB-Doku)

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    Occupational change in Britain and Germany (2010)

    Longhi, Simonetta ; Brynin, Malcolm ;

    Zitatform

    Longhi, Simonetta & Malcolm Brynin (2010): Occupational change in Britain and Germany. In: Labour economics, Jg. 17, H. 4, S. 655-666. DOI:10.1016/j.labeco.2010.02.001

    Abstract

    "We use British and German panel data to analyse job changes involving a change in occupation. We assess: (1) the extent of occupational change, taking into account the possibility of measurement error in occupational codes; (2) whether job changes within the occupation differ from occupation changes in terms of the characteristics of those making such switches; and (3) the effects of the two kinds of moves in terms of wages and job satisfaction. We find that occupation changes differ from other job changes, generally reflecting a less satisfactory employment situation, but also that the move in both cases is positive in respect of change in wages and job satisfaction." (Author's abstract, IAB-Doku) ((en))

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    Modeling earnings dynamics (2009)

    Altonji, Joseph G. ; Vidangos, Ivan ; Smith, Anthony;

    Zitatform

    Altonji, Joseph G., Anthony Smith & Ivan Vidangos (2009): Modeling earnings dynamics. (NBER working paper 14743), Cambridge, Mass., 47 S., Anhang. DOI:10.3386/w14743

    Abstract

    "In this paper we use indirect inference to estimate a joint model of earnings, employment, job changes, wage rates, and work hours over a career. Our model incorporates duration dependence in several variables, multiple sources of unobserved heterogeneity, job-specific error components in both wages and hours, and measurement error. We use the model to address a number of important questions in labor economics, including the source of the experience profile of wages, the response of job changes to outside wage offers, and the effects of seniority on job changes. We provide estimates of the dynamic response of wage rates, hours, and earnings to various shocks and measure the relative contributions of the shocks to the variance of earnings in a given year and over a lifetime. We find that human capital accounts for most of the growth of earnings over a career although job seniority and job mobility also play significant roles. Unemployment shocks have a large impact on earnings in the short run as well a substantial long long-term effect that operates through the wage rate. Shocks associated with job changes and unemployment make a large contribution to the variance of career earnings and operate mostly through the job-specific error components in wages and hours." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Mobilités professionnelles et cycle de vie (2009)

    Dupray, Arnaud ; Recotillet, Isabelle;

    Zitatform

    Dupray, Arnaud & Isabelle Recotillet (2009): Mobilités professionnelles et cycle de vie. In: Economie et Statistique H. 423, S. 31-58.

    Abstract

    "Die Gelegenheiten zur beruflichen Mobilität unterscheiden sich je nach dem Alter und der Betriebszugehörigkeit, zwei wesentliche Komponenten des Erwerbslebens. Die Bereitschaft zum Arbeitsplatzwechsel nimmt im Laufe des Erwerbslebens ab, insbesondere in den ersten zehn Jahren und ab dem 45. Lebensjahr. Ab Vollendung des 40. Lebensjahrs findet in der Regel fünf Jahre lang kein Arbeitsplatzwechsel statt. Die Mobilität außerhalb des Unternehmens ist für den Aufstieg eines Arbeitnehmers umso vorteilhafter für die Entlohnung und umso weniger riskant im Hinblick auf etwaige Beschäftigungsunterbrechungen, wenn sie in der Berufslaufbahn frühzeitig erfolgt. Dagegen sind die Perspektiven der internen Mobilität über einen längeren Zeitraum günstig, da sie erst ca. ab dem 45. Lebensjahr stagnieren. So ist die interne Mobilität insgesamt vorteilhafter als die externe. Über die Beförderungen hinaus, die ihre Mitwirkung erfordern, sind die Arbeitgeber wichtige Akteure der Mobilität, da sie zu mehr als vier von zehn beitragen. Mit der Dauer der Betriebszugehörigkeit nehmen die Chancen, dass die Mobilität förderlich ist, mittelfristig zu. In Ermangelung interner Gelegenheiten steigt danach das Risiko, dass die Mobilität mit Beschäftigungsunterbrechungen einhergeht. Frauen sind in stärkerem Maße von der externen Mobilität und insbesondere von Beschäftigungsunterbrechungen betroffen, wohingegen sich Männern mehr Gelegenheiten zur internen Mobilität bieten. Mehr als der Hälfte der Männer gelingt es, im Fall von Mobilität ihre Bedingungen für das Ausscheiden aus dem Unternehmen durchzusetzen. Frauen sind in ihrer Mobilität stärker eingeschränkt, da ihre Beschäftigungsbedingungen weniger günstig sind und außerberufliche Gründe wie Familienereignisse oder die Mobilität ihres Ehemanns eine Rolle spielen." (Autorenreferat, IAB-Doku)

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