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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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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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Pohlig, Matthias (2021): Occupational mobility in Europe during the crisis. Did the social elevator break? In: Research in Social Stratification and Mobility, Jg. 72, S. 1-16. DOI:10.1016/j.rssm.2020.100549

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Richardson, Nela & Sara Klein (2021): People at Work 2021: A Global Workforce View. Roseland, 48 S.

Abstract

"This report provides a starting point to understand the situation facing employees today across five dimensions of working life: worker confidence and job security; workplace conditions; pay and performance; worker mobility; and gender and family." (Author's abstract, IAB-Doku) ((en))

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Salvanes, Kjell G., Barton Willage & Alexander L. P. Willén (2021): The Effect of Labor Market Shocks across the Life Cycle. (CESifo working paper 9491), München, 65 S.

Abstract

"Adverse economic shocks occur frequently and may cause individuals to reevaluate key life decisions in ways that have lasting consequences for themselves and the economy. These life decisions are fundamentally tied to specific periods of an individual's career, and economic shocks may therefore have substantially different impacts on individuals – and the broader economy - depending on when they occur. We exploit mass layoffs and establishment closures to examine the impact of adverse shocks across the life cycle on labor market outcomes and major life decisions: human capital investment, mobility, family structure, and retirement. Our results reveal substantial heterogeneity on labor market effects and life decisions in response to economic shocks across the life cycle. Individuals at the beginning of their careers invest in human capital and relocate to new labor markets, individuals in the middle of their careers reduce fertility and adjust family formation decisions, and individuals at the end of their careers permanently exit the workforce and retire. As a consequence of the differential interactions between economic shocks and life decisions, the very long-term career implications of labor shocks vary considerably depending on when the shock occurs. We conclude that effects of adverse labor shocks are both more varied and more extensive than has previously been recognized, and that focusing on average effects among workers across the life cycle misses a great deal." (Author's abstract, IAB-Doku) ((en))

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Silva, Marta & Jose Garcia-Louzao (2021): Coworker Networks and the Labor Market Outcomes of Displaced Workers: Evidence from Portugal. (Working paper series / Lietuvos Bankas 95), Vilnius, 36 S.

Abstract

"The use of social contacts in the labor market is widespread. This paper investigates the impact of personal connections on hiring probabilities and re-employment outcomes of displaced workers in Portugal. We rely on rich matched employer-employee data to define personal connections that arise from interactions at the workplace. Our empirical strategy exploits firm closures to select workers who are exogenously forced to search for a new job and leverages variation across displaced workers with direct connections to prospective employers. The hiring analysis indicates that displaced workers with a direct link to a firm through a former coworker are roughly three times more likely to be hired compared to workers displaced from the same closing event who lack such a tie. However, we find that the effect varies according to the type of connection as well as firms' similarity. Finally, we show that successful displaced workers with a connection in the hiring firm have higher entry-level wages and enjoy greater job security although these advantages disappear over time." (Author's abstract, IAB-Doku) ((en))

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Westerman, Johan, Dirk Witteveen, Erik Bihagen & Roujman Shahbazian (2021): Career Complexity No Longer on the Rise. Comparing Early-and Mid-Career Complexity Across the 1930s thru 1980s Birth Cohortsin Sweden. (SocArXiv papers), 43 S. DOI:10.31235/osf.io/md4t3

Abstract

"There is a wide-spread idea that contemporary careers continue to become ever more complex. Pioneering research of full-career complexity has shown that work lives have indeed become more complex, yet at modest increasing pace. This paper examines whether career complexity continues to increase using Swedish registry data across an exceptionally long time period, including younger cohorts than in previous research: up to those born in 1983. The full early-and mid-careers of selected birth cohorts cover several macroeconomic booms and downturns, a long period of upskilling of the Swedish labor force, as well as the convergence of working hours of women and men. The following conclusions are drawn using state-of-the-art methods of measuring career complexity. For early-careers, an increasing complexity trend is evident between the 1950s and 1960s birth cohorts, yet complexity fluctuates around a stable trend for the 1970s birth cohorts and onward. For mid-careers, which are considerably more stable on average, complexity has decreased among women born between the 1930s and the early-1950s. However, the opposite trend holds true for men, resulting in gender convergence of complexity. We observe a standstill of the mid-career complexity trend across both genders, followed by a modest decline for the last observed cohorts. Subsequent analyses point to educational expansion as an important driver of the initial increase of early-career complexity. Taken together, our analysis affirms an initial shift to more career complexity in the 20thcentury, yet we find no unidirectional trend toward more career complexity over the last decades." (Author's abstract, IAB-Doku) ((en))

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Westerman, Johan (2021): Should I Learn or Should I Turn? Implications of Job Mobility for Subsequent Learning at Work. In: European Sociological Review, Jg. 37, H. 6, S. 935-951. DOI:10.1093/esr/jcab018

Abstract

"Work learning is the skills and the knowledge that is generated from work practices and in exchange of information at work. While there are good reasons to fear that frequent job changers do not learn thoroughly at work, it is also conceivable that the experience of many types of jobs instead yields greater learning. Despite this issue’s significance for on-going discussions in research and policy, thorough analyses of it are surprisingly sparse. In this study, we test whether job mobility is positively or negatively associated with subsequent work learning using data from two Swedish representative datasets (LNU and PIAAC). In order to substantiate both claims, we utilize a wide array of research on human capital, job matching, labor market segmentation and learning motivation. We analyze a broad set of indicators of work learning and show that job mobility in general is associated with greater total subsequent learning than is job stability." (Author's abstract, IAB-Doku) ((en))

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Bukodi, Erzsébet & Marii Paskov (2020): Intergenerational Class Mobility among Men and Women in Europe: Gender Differences or Gender Similarities? In: European Sociological Review, Jg. 36, H. 4, S. 495-512. DOI:10.1093/esr/jcaa001

Abstract

"In this article, we address two inter-related questions. Are there gender differences in the level and the pattern of intergenerational class mobility? If so, do these differences show up in a uniform fashion in Europe? To answer these questions, we use a newly constructed comparative data set that allows us to examine how far differences between men and women in absolute and relative mobility can still be characterized in the same way as in the last decades of the 20th century. We also examine the effects of women's heterogeneity in terms of labour market attachment on their class mobility. Our results show that in most countries, women are more likely than men to be found in different class positions to those of their parents'. But we point out that the reasons for this might be quite different in the West and in the East. As regards relative mobility chances, we are able to underwrite the dominant finding of past research that women display greater social fluidity than men only in a certain group of countries. In most countries, we do not find any systematic and uniform gender difference between men and women in the level of their relative mobility rates. But, we do find significant and systematic gender differences in the pattern of relative rates: women's class mobility appears to be more impeded by hierarchical barriers than by the propensity for class inheritance. And, in this regard, our findings point to a large degree of commonality across European countries." (Author's abstract, IAB-Doku) ((en))

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Chassamboulli, Andri, Idriss Fontaine & Pedro Gomes (2020): How important are worker gross flows between public and private sector? In: Economics Letters, Jg. 192. DOI:10.1016/j.econlet.2020.109204

Abstract

"We measure the size of gross worker flows between public and private sector and their importance for the dynamics of public employment over the last two decades in the US, UK, France and Spain. Between 10 and 35 percent of all inflows and outflows of the public sector are from and to private employment. These flows only account for 7 to 25 percent of the fluctuations of public employment." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Cheng, Siwei & Barum Park (2020): Flows and Boundaries: A Network Approach to Studying Occupational Mobility in the Labor Market. In: American journal of sociology, Jg. 126, H. 3, S. 577-631. DOI:10.1086/712406

Abstract

"Although stratification research has long recognized the importance of mapping out the underlying boundaries that govern the flow of workers in the labor market, the current literature faces two major challenges: (1) the determination of mobility boundaries and (2) the incorporation of changes in mobility boundaries. The authors propose a network approach to address these challenges. The approach conceptualizes the occupational system as a network, in which the nodes are occupations and the edges are defined by the volume and direction of workers who move between the nodes. A flow-based community detection algorithm is introduced to uncover mobility boundaries based on the observed mobility network. Applying this approach to analyze trends in intragenerational occupational mobility in the United States from 1989 to 2015, the authors find that the boundaries that constrain mobility opportunities have become increasingly rigid over time, while, at the same time, decoupled from the boundaries of big classes and microclasses. Moreover, these boundaries are increasingly sorting workers into clusters of occupations with similar skill requirements." (Author's abstract, IAB-Doku) ((en))

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Cubas, German & Pedro Silos (2020): Social Insurance And Occupational Mobility. In: International Economic Review, Jg. 61, H. 1, S. 219-240. DOI:10.1111/iere.12422

Abstract

"This article studies how insurance from progressive taxation improves the matching of workers to occupations. We propose an equilibrium dynamic assignment model to illustrate how social insurance encourages mobility. Workers experiment to find their best occupational fit in a process filled with uncertainty. Risk aversion and limited earnings insurance induce workers to remain in unfitting occupations. We estimate the model using microdata from the United States and Germany. Higher earnings uncertainty explains the U.S. higher mobility rate. When workers in the United States enjoy Germany's higher progressivity, mobility rises. Output and welfare gains are large." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Fernandez-Lozano, Irina, M. José González, Teresa Jurado-Guerrero & Juan-Ignacio Martínez-Pastor (2020): The Hidden Cost of Flexibility: A Factorial Survey Experiment on Job Promotion. In: European Sociological Review, Jg. 36, H. 2, S. 265-283. DOI:10.1093/esr/jcz059

Abstract

"This article analyses the role of gender, parenthood, and work flexibility measures and the mediating role of stereotypes on the likelihood of achieving an internal promotion in Spain. We hypothesize that employers favour fathers over mothers and disfavour flexible workers (flexibility stigma) because they are perceived, respectively, as less competent and less committed. We also hypothesize that employers reflect their gender values in the selection process. These hypotheses are tested using data from a survey experiment in which 71 supervisors from private companies evaluate 426 short vignettes describing six different candidates for promotion into positions that require decision-making and team supervision skills. Several candidate characteristics are experimentally manipulated, while others such as skills and experience in the company are kept constant to minimize the risk of statistical discrimination. Contrary to our expectations, fathers are not preferred in promotion, as they are not perceived as being more competent than mothers. However, we find that flexibility leads to lower promotion scores, partly due to its association with a lack of commitment. Although the statutory right to reduce working hours for care reasons seems a major social achievement, this experiment shows that mothers may be indirectly penalized, as they are the main users of this policy." (Author's abstract, IAB-Doku) ((en))

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Hirsch, Boris, Elke Jahn & Thomas Zwick (2020): Birds, Birds, Birds: Co-Worker Similarity, Workplace Diversity and Job Switches. In: BJIR, Jg. 58, H. 3, S. 690-718., 2019-11-01. DOI:10.1111/bjir.12509

Abstract

"We investigate how the demographic composition of the workforce along the sex, nationality, education, age and tenure dimensions affects job switches. Fitting duration models for workers' job‐to‐job turnover rate that control for workplace fixed effects in a representative sample of large manufacturing plants in Germany during 1975 - 2016, we find that larger co‐worker similarity in all five dimensions substantially depresses job‐to‐job moves, whereas workplace diversity is of limited importance. In line with conventional wisdom, which has that birds of a feather flock together, our interpretation of the results is that workers prefer having co‐workers of their kind and place less value on diverse workplaces." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Jenkins, Stephen P. (2020): Was the mid-2000s drop in the British job change rate genuine or a survey design effect? In: Economics Letters, Jg. 194. DOI:10.1016/j.econlet.2020.109383

Abstract

"The year-on-year job change rate fell sharply, from 18% in 2005 to around 13% in 2006, according to British Household Panel Survey (BHPS) estimates. This fall coincides with the introduction of dependent interviewing to the BHPS, intended to reduce measurement error and improve consistency. Estimates from models of job change misclassification (Hausman et al., 1998) show that reduced measurement error cannot account for the fall in the job change rate. This suggests that the fall was genuine." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Kosteas, Vasilios D. (2020): Occupational concentration and outcomes for displaced workers. In: Papers in Regional Science, Jg. 99, H. 4, S. 977-997. DOI:10.1111/pirs.12507

Abstract

"Displaced workers who end up changing occupations tend to suffer larger wage losses than those who do not. This paper examines the effect of the occupational concentration of employment in the local labour market (LLM) on the likelihood of being employed and (conditional on employment) having changed occupations for displaced workers. I find that workers who do not possess a postsecondary degree are less likely to be employed or to have changed occupations in more occupationally concentrated labour markets. By contrast occupational concentration does not affect these outcomes for more educated workers. These findings are consistent with a pattern where less educated workers focus job searches within their current LLM." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Kourtellos, Andros, Christa Marr & Chih Ming Tan (2020): Local Intergenerational Mobility. In: European Economic Review, Jg. 126. DOI:10.1016/j.euroecorev.2020.103460

Abstract

"Using NLSY data we investigate whether the observed patterns of economic mobility (as measured by income and educational attainment) exhibit heterogeneity across socioeconomic groups and whether the nature of the heterogeneity can be explained by different levels of persistence in the intergenerational transmission of cognitive and non-cognitive abilities across these groups. In doing so we employ the varying coefficient model (VCM) to estimate nonparametric (local) measures of intergenerational mobility of those outcome variables. By local we mean that the persistence coefficients are modeled as smooth functions of log parental permanent income. Our findings show that intergenerational mobility exhibits nonlinear patterns. Individuals with different parental income are characterized by different degrees of intergenerational mobility. Moreover, we find evidence that suggests cognitive abilities play a role in explaining intergenerational mobility. These findings provide some support for a new class of family investment models that emphasize the role of such abilities in economic mobility." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Medici, Guri, Cécile Tschopp, Gudela Grote & Andreas Hirschi (2020): Grass roots of occupational change: Understanding mobility in vocational careers. In: Journal of vocational behavior, Jg. 122. DOI:10.1016/j.jvb.2020.103480

Abstract

"Most prior research on career mobility has focused on people changing jobs and organizations. We know little about processes involved in individuals changing occupations, although these changes cause high individual, organizational, and public costs. Moreover, occupations are increasingly acknowledged as important anchors in times of more boundaryless careers. The current study investigates the impact of early satisfaction with the trained occupation (VET satisfaction) on occupational change by analyzing 10-year longitudinal panel data gathered in Switzerland (N = 905). Results from regression analyses showed that VET satisfaction predicted occupational change up to ten years after graduation. VET satisfaction in turn was affected by work characteristics experienced during VET, and VET satisfaction mediated the relationship between work characteristics during VET and occupational change. Using a subsample (N = 464) for which data were available on jobs taken up after graduation, we showed that VET satisfaction explained occupational change over and above work satisfaction in jobs held after graduation, highlighting the formative role of early experience during VET. Our findings inform both theory and practice. To fully comprehend occupational change, established turnover models also need to reflect on early formative vocational experiences. Firms should pay attention to favorable work characteristics already during VET and adjust adverse conditions to reduce undesired occupational mobility." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))

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Mussida, Chiara & Luca Zanin (2020): I found a better job opportunity! Voluntary job mobility of employees and temporary contracts before and after the great recession in France, Italy and Spain. In: Empirical economics, Jg. 59, H. 1, S. 47-98. DOI:10.1007/s00181-019-01622-7

Abstract

"The voluntary mobility of employees who change employers for a better job remains an unexplored area of labour market transitions in many European countries. We analyse whether and how the recent great economic recession has contributed to modifications in such voluntary job mobility when employees have a temporary contract in France, Italy and Spain. We analyse cross-sectional data from the EU-SILC survey for two sub-periods: 2005–2008 and 2009–2015. We find that employees who have invested in human capital, who are young and who work more than 40 h per week are more likely than their counterparts to change employers for a better opportunity given a temporary contract. After the great recession, we observe a curbing of the studied voluntary job mobility that is likely attributable to the difficulty experienced by employees in finding a job that provides more benefits than their current one, with heterogeneous effects across socio-economic and demographic characteristics and the country of residence." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Simpson, Brent & David Melamed (2020): What do the upwardly mobile think they deserve, and why? A multi-method investigation. In: Research in Social Stratification and Mobility, Jg. 65. DOI:10.1016/j.rssm.2019.100459

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Stijepic, Damir (2020): Job mobility and sorting. Theory and evidence. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 240, H. 1, S. 19-49. DOI:10.1515/jbnst-2018-0047

Abstract

"Motivated by the canonical (random) on-the-job search model, I measure a person's ability to sort into higher ranked jobs by the risk ratio of job-to-job transitions to transitions into unemployment. I show that this measure possesses various desirable features. Making use of the Survey of Income and Program Participation (SIPP), I study the relation between human capital and the risk ratio of job-to-job transitions to transitions into unemployment. Formal education tends to be positively associated with this risk ratio. General experience and occupational tenure have a pronounced negative correlation with both job-to-job transitions and transitions into unemployment, leaving the risk ratio, however, mostly unaffected. In contrast, the estimates suggest that human-capital concepts that take into account the multidimensionality of skills, e.g. versatility, play a prominent role." (Author's abstract, © De Gruyter) ((en))

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Zimmerman, Ryan D., Brian W. Swider & Jeffrey B. Arthur (2020): Does turnover destination matter? Differentiating antecedents of occupational change versus organizational change. In: Journal of vocational behavior, Jg. 121. DOI:10.1016/j.jvb.2020.103470

Abstract

"In this study, we seek to understand why some employees decide to leave organizations to change occupations instead of either changing organizations while staying in the same occupation or staying in the same job at the same organization. Moving beyond the existing focus on antecedents of occupational commitment and occupation withdrawal intentions, we employ an occupational embeddedness framework to examine five occupational factors as potential drivers of occupational change. Using a large dataset of 3201 professionals, our results indicate that several factors underlying the overarching concept of occupational embeddedness (e.g., wage level, non-core job duties, occupational investment, and moonlighting) were related to individuals' likelihood of changing occupations compared to changing organizations within the same occupation or staying at the same organization. Our findings suggest that specific turnover destination may be important to understanding why people leave jobs. We discuss the theoretical implications of our findings, along with practical implications at the occupational, organizational, and individual levels regarding how occupational turnover may be prevented." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Aepli, Manuel (2019): Technological change and occupation mobility: A task-based approach to horizontal mismatch. (GLO discussion paper / Global Labor Organization 361), Maastricht, 48 S.

Abstract

"Technological change and its impacts on labour markets are a much-discussed topic in economics. Economists generally assume that new technology penetrating the labour market shifts firms' task demand. Given individuals' acquired and supplied skills, these task demand shifts potentially foster horizontal skill mismatches, e.g. individuals not working in their learned occupations. In this paper, I first analyse the relation between task shifting technological change and individuals' horizontal mismatch incidence. Second, I estimate individuals' mismatch wage penalties triggered by this relation. The present paper proposes an instrumental variable (IV) approach to map this mechanism and to obtain causal estimates on mismatch wage penalties. Applying this empirical strategy yields a wage penalty of roughly 12% for horizontally mismatched individuals." (Author's abstract, IAB-Doku) ((en))

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Amior, Michael (2019): Education and geographical mobility. The role of wage rents. (CEP discussion paper 1616), London, 59 S.

Abstract

"Geographical mobility is known to be crucial to the adjustment of local labor markets. But there is severe inequity in the incidence of mobility: better educated Americans make many more long-distance moves. I argue this is a consequence of larger wage offer dispersion, independent of geography. In a thin labor market, this generates larger wage rents (in excess of workers' reservations) in new job matches, particularly for younger workers who are just beginning their careers. If an offer happens to arrive from a distant location, these larger rents are more likely to justify the cost of moving - even if the offer distribution is invariant geographically. Also, local job creation will elicit a larger migratory response. I motivate my claims with new evidence on mobility patterns and subjective moving costs. And I test my hypothesis by estimating wage returns to local and long-distance job matching over the jobs ladder. Though I focus on education differentials, this paper offers new insights for understanding geographical immobility more generally" (Author's abstract, IAB-Doku) ((en))

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Barlevy, Gadi & Derek Neal (2019): Allocating effort and talent in professional labor markets. In: Journal of labor economics, Jg. 37, H. 1, S. 187-246. DOI:10.1086/698899

Abstract

"In many professional service firms, new associates work long hours while competing in up-or-out promotion contests. Our model explains why. We argue that the productivity of skilled partners in professional service firms (e.g., law, consulting, investment banking, and public accounting) is quite large relative to the productivity of their peers who are competent and experienced but not well suited to the partner role. Therefore, these firms adopt personnel policies that facilitate the identification of new partners. In our model, both heavy workloads and up-or-out rules serve this purpose." (Author's abstract, IAB-Doku) ((en))

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Bol, Thijs, Christina Ciocca Eller, Herman G. van de Werfhorst & Thomas A. DiPrete (2019): School-to-work linkages, educational mismatches, and labor market outcomes. In: American Sociological Review, Jg. 84, H. 2, S. 275-307. DOI:10.1177/0003122419836081

Abstract

"A recurring question in public and scientific debates is whether occupation-specific skills enhance labor market outcomes. Is it beneficial to have an educational degree that is linked to only one or a small set of occupations? To answer this question, we generalize existing models of the effects of (mis)match between education and occupation on labor market outcomes. Specifically, we incorporate the structural effects of linkage strength between school and work, which vary considerably across industrialized countries. In an analysis of France, Germany, and the United States, we find that workers have higher earnings when they are in occupations that match their educational level and field of study, but the size of this earnings boost depends on the clarity and strength of the pathway between their educational credential and the labor market. The earnings premium associated with a good occupational match is larger in countries where the credential has a stronger link to the labor market, but the penalty for a mismatch is also greater in such countries. Moreover, strong linkage reduces unemployment risk. These findings add nuance to often-made arguments that countries with loosely structured educational systems have more flexible labor markets and produce better labor market outcomes for workers. An institutional environment that promotes strong school-to-work pathways appears to be an effective strategy for providing workers with secure, well-paying jobs." (Author's abstract, IAB-Doku) ((en))

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Forsythe, Eliza (2019): Careers within firms: Occupational mobility over the lifecycle. In: Labour, Jg. 33, H. 3, S. 241-277. DOI:10.1111/labr.12146

Abstract

"With falling labor market dynamism in the United States, opportunities within firms take on increasing importance in young workers' career progression. Developing a variety of occupational ranking metrics, I show that occupational mobility within firms follows a standard lifecycle pattern in which the frequency, distance, and wage return from mobility fall with age. However, when upward and downward mobility are considered separately, the distance of moves increases over the lifecycle. Thus, while young workers make the smallest distance occupational moves up and down, they have the largest wage gains and losses associated with these moves. I find that wage growth for young workers deteriorated substantially in the first decade of the 2000s, primarily driven by a reduction in wage growth within firms, whereas mid-career workers have experienced no such change. I argue this is most likely driven by the dramatic fall in employer-to-employer mobility for young workers since the early 2000s. Encouragingly, wage growth has improved markedly for young workers since 2012." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Fries-Tersch, Elena, Tugce Tugran, Agnieszka Markowska & Matthew Jones (2019): 2018 annual report on intra-EU labour mobility. Final report December 2018. (... annual report on intra-EU labour mobility / European Commission), Luxembourg, 194 S. DOI:10.2767/25927

Abstract

"The annual report on intra-EU labour mobility provides updated information on labormobility trends in EU and EFTA countries. Annual developments in stocks and flows are analyzed in the perspective of longer-term trends. The analysis considers the mobility of all working-age citizens (20-64 years) as well as the mobility of those who are active (employed and unemployed). The report also looks at indicators of economic integration of mobile citizens, such as employment/unemployment rates and occupations. This year, two specific topics on the qualifications and the household composition of the EU-28 movers are further analyzed. The two main data sources used are Eurostat population and migration statistics – for mobility of all citizens – and the European Labour Force Survey (EU-LFS) for the analysis of mobility of active citizens and economic integration. For methodological reasons estimated numbers of EU movers differ." (Author's abstract, IAB-Doku) ((en))

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Gabe, Todd, Jaison R. Abel & Richard Florida (2019): Can workers in low-end occupations climb the job ladder? In: Economic Development Quarterly, Jg. 33, H. 2, S. 92-106. DOI:10.1177/0891242419838324

Abstract

"There is growing concern over rising economic inequality, the decline of the middle class, and a polarization of the U.S. workforce. This study examines the extent to which workers in the United States transition from low-end to higher-quality occupations, and explores the factors associated with such a move up the job ladder. Using data covering the expansion following the Great Recession (2011-2017) and focusing on short-term (i.e., less than 1 year) labor market transitions, the authors find that just slightly more than 5% of workers in low-end occupations moved into a higher-quality occupation. Instead, around 70% of workers in low-end occupations stayed in the same occupation, 11% exited the labor force, 7% became unemployed, and 6% switched to a different low-end occupation. Study results point to the importance of educational attainment in helping workers successfully climb the job ladder." (Author's abstract, IAB-Doku) ((en))

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Garnero, Andrea, Alexander Hijzen & Sébastien Martin (2019): More unequal, but more mobile? Earnings inequality and mobility in OECD countries. In: Labour economics, Jg. 56, H. January, S. 26-35. DOI:10.1016/j.labeco.2018.08.005

Abstract

"This paper provides comprehensive cross-country evidence on the relationship between earnings inequality and intra-generational mobility by simulating individual earnings and employment trajectories using short panels for 24 OECD countries. On average across countries, only 20% of earnings inequality in a given year evens out over the life cycle as a result of mobility. This suggests that the bulk of earnings inequality at a given time is permanent. Moreover, mobility and inequality are positively correlated across countries, suggesting that international differences in life-time inequality tend to be less pronounced than inequality differences in a given year. The positive correlation is largely driven by employment mobility - movements between employment and unemployment - and most pronounced in the bottom of the distribution." (Author's abstract, © 2018 Elsevier) ((en))

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Huizen, Thomas van & Rob Alessie (2019): Risk aversion and job mobility. In: Journal of economic behavior & organization, Jg. 164, H. August, S. 91-106. DOI:10.1016/j.jebo.2019.01.021

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Liu, Kai (2019): Wage risk and the value of job mobility in early employment careers. In: Journal of labor economics, Jg. 37, H. 1, S. 139-185. DOI:10.1086/698898

Abstract

"This paper shows that job mobility is a valuable channel that employed workers use to mitigate bad labor market shocks. I estimate a model of wage dynamics jointly with a dynamic model of employment and 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. I find that, relative to the variance of individual-level shocks, the variance of match-level shocks is large and the consequent value of job mobility is substantial, particularly for workers whose match-specific wages are low." (Author's abstract, IAB-Doku) ((en))

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Nakamura, Alice, Emi Nakamura, Kyle Phong & Jón Steinsson (2019): New evidence on the cyclicality of employer-to-employer flows from Canada. In: AEA papers and proceedings, Jg. 109, S. 456-460. DOI:10.1257/pandp.20191053

Abstract

"This paper presents new estimates of gross worker flows for Canada for the sample period 1978 to 2016. We use administrative data from the Canadian Record of Employment in combination with the Canadian Labor Force Survey to estimate employer-to-employer flows in addition to flows between labor market states. We highlight three main results: Roughly two-thirds of all job separations are employer-to-employer flows. Employer-to-Employer flows are highly procyclical. The combination of these two results means that total job separations are procyclical. If employer-to-employer flows improve match quality, our results imply that recessions have a sullying effect on the labor market." (Author's abstract, IAB-Doku) ((en))

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O'Bar, Andrew (2019): What’s behind occupational separations? In: Monthly labor review, Jg. June, S. 1-11. DOI:10.21916/mlr.2019.13

Abstract

"Using the latest models of occupational separations from the U.S. Bureau of Labor Statistics, this article examines how the demographic characteristics of workers affect their probabilities of leaving the labor force or changing occupations. The article demonstrates that two factors—age and educational attainment—have the greatest impact on separations." (Author's abstract, IAB-Doku) ((en))

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Pearlman, Jessica (2019): Occupational mobility for whom? Education, cohorts, the life course and occupational gender composition, 1970-2010. In: Research in Social Stratification and Mobility, Jg. 59, H. February, S. 81-93. DOI:10.1016/j.rssm.2018.11.009

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Pettinicchi, Yuri & Axel Börsch-Supan (2019): Long-term effects of different labour careers. In: A. Börsch-Supan, J. Bristle, K. Andersen-Ranberg, A. Brugiavini, F. Jusot, H. Litwin & G. Weber (Hrsg.) (2019): Health and socio-economic status over the life course : First results from SHARE Waves 6 and 7, S. 109-117. DOI:10.1515/9783110617245-011

Abstract

"This chapter computes the share of active labour market participation during an individual's life course. We also count the number of job spells to distinguish workers with dynamic careers, that is, workers who changed several jobs over a lifetime. On the one hand, jobs changes may imply income improvements attributable to promotion or better matching. On the other hand, a large number of job changes may also be attributable to many exits from and re-entries into the labour market that are likely to reduce income growth over the life cycle. We identify four categories of labour careers: always active individuals with one job spell, always active individuals with several job spells, seldom active individuals with one job spell and seldom active individuals with several job spells." (Text excerpt, IAB-Doku) ((en))

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Bellani, Luna & Vigile Marie Fabella (2018): Upward income mobility and legislator support for education policies. (IZA discussion paper 11324), Bonn, 32 S.

Abstract

"This paper investigates how upward mobility affects legislator voting behavior towards education policies. We develop an electoral competition model where voters are altruistic parents and politicians are office seeking. In this setting the future economic status of the children is affected both by current public education spending and by the level of upward mobility. Using a newly compiled dataset of roll call voting on California education legislation matched with electoral district-level upward mobility we find that the likelihood of a legislator voting 'no' on redistributive education bills decreases by 10 percentage points when upward mobility in his electoral district decreases by a standard deviation." (Author's abstract, IAB-Doku) ((en))

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Cisternas, Gonzalo (2018): Career concerns and the nature of skills. In: American Economic Journal. Microeconomics, Jg. 10, H. 2, S. 152-189. DOI:10.1257/mic.20160277

Abstract

"I examine how career concerns are shaped by the nature of productive actions taken by workers. A worker's skills follow a Gaussian process with an endogenous component reflecting human- capital accumulation. Effort and skills are substitutes both in the output process (as in Holmström 1999) and in the skills technology. The focus is on deterministic equilibria by virtue of Gaussian learning. When effort and skills are direct inputs to production and skills are exogenous, effort can be inefficiently high in the beginning of a career. In contrast, when skills are the only input to production but accumulate through past effort choices, the worker always underinvests in skill acquisition. At the center of the discrepancy are two types of ex post errors that arise at interpreting output due to an identification problem faced by the market. Finally, the robustness of the underinvestment result is explored via variations in the skill- accumulation technology and in the information structure, and policy implications are discussed." (Author's abstract, IAB-Doku) ((en))

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Eriksson, Rikard H., Emelie Hane-Weijman & Martin Henning (2018): Sectoral and geographical mobility of workers after large establishment cutbacks or closures. In: Environment and planning. A, Economy and space, Jg. 50, H. 5, S. 1071-1091. DOI:10.1177/0308518X18772581

Abstract

"This paper studies redundant workers' industrial and geographical mobility, and the consequences of post-redundancy mobility for regional policy strategies. This is accomplished by means of a database covering all workers who became redundant in major shutdowns or cutbacks in Sweden between 1990 and 2005. Frequencies of industrial and geographical mobility are described over time, and the influence of some important characteristics that make workers more likely to be subject to particular forms of mobilities are assessed. We find that re-employment rates vary extensively across industries and time. Whereas going back to the same or related industries is the most common re-employment strategy among workers who find a new job in the first year, workers who do not benefit from quick re-employment are increasingly squeezed out to new job fields and regions. Older workers and workers with high vested interest in their original industries usually employ a 'same-industry/same-region' strategy. This most frequent, and perhaps often most attractive, same-industry strategy comes at a cost, however. Individuals who instead pursue other mobility strategies have a lower risk of suffering from another major redundancy in the future. Thus, in terms of regional policy, strategies promoting diversification to related industries after major redundancies seem to be much more important than trying to retain workers in their old industry. In this case the route via education (university or vocational training) is important, as it increases the likelihood of successfully changing industry at time of re-employment." (Author's abstract, © 2018 a Pion publication) ((en))

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Frederiksen, Anders & Takao Kato (2018): Human capital and career success. Evidence from linked employer-employee data. In: The economic journal, Jg. 128, H. 613, S. 1952-1982. DOI:10.1111/ecoj.12504

Abstract

"Using Danish registry data covering the population of Danish workers, we provide new and robust evidence with external validity on the importance of the breadth of human capital for top management appointments, and support/enrich the human capital theory of corporate leadership by Gibbons and Waldman and Lazear. Our analysis allows for both internal promotion and external recruitment as means to achieve top management appointments, and yields additional findings: the breath of human capital is more important in mature firms, as predicted by the theory; and the concept of firm-specific human capital applies to the breadth of human capital." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Fries-Tersch, Elena, Tugce Tugran, Ludovica Rossi & Harriet Bradley (2018): 2017 annual report on intra-EU labour mobility. Final Report Second edition September 2018. (... annual report on intra-EU labour mobility / European Commission), Luxembourg, 250 S. DOI:10.2767/077683

Abstract

"This report provides an annually updated picture of intra-EU labor mobility in the EU. It presents an overview of stocks and flows of all and of active EU movers of working age using the most up-to-date EU-wide comparable data. Therefore, the report identifies main countries of destination and of origin and identifies major changes compared to previous years in the Member States. Like every year, the report looks at the situation of movers on the labor market, by comparing indicators such as employment rates, occupations, sectors of activity, education, over-qualification between different groups of movers, to nationals in the country of residence and over time. Furthermore, the report addresses a variety of specific topics, that differ from year to year, depending on current developments and policy needs. This year, the report specifically looks at the gender dimension of mobility, language and other barriers to cross-border mobility in neighboring regions; and at the mobility of health professionals." (Author's abstract, IAB-Doku) ((en))

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Heijden, Beatrice I. J. M. van der, Maria C. W. Peeters, Pascale M. Le Blanc & J. Wim M. Van Breukelen (2018): Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector. In: Journal of vocational behavior, Jg. 108, H. October, S. 108-120. DOI:10.1016/j.jvb.2018.06.008

Abstract

"The present study aims to unravel the relationships between job demands and resources, occupational turnover intention, and occupational turnover. To do so, we tested a model wherein associations between nurses' age, tenure in profession and tenure with present employer (experience in the profession), job demands (emotional demands, work-home interference), and job resources (influence at work and opportunities for development) predicted occupational turnover intention, and, subsequently, occupational turnover. A longitudinal survey was conducted among a sample of 753 nurses working in European health care institutions (hospitals, nursing homes, and community/home care). The results supported the hypotheses that job demands are positively related with occupational turnover intention while job resources and experience in the nursing profession are negatively related with occupational turnover intention. We did not find evidence supporting the hypothesis that occupational turnover intention mediates the relationship between job demands and job resources on the one hand, and occupational turnover on the other hand. Experience in the nursing profession had a direct effect on occupational turnover, in addition to the direct effect of occupational turnover intention. The implications of our findings for understanding the process through which health care organizations can affect occupational turnover intention and actual exit behavior, are discussed." (Author's abstract, © 2018 Elsevier) ((en))

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Jinkins, David & Annaig Morin (2018): Job-to-job transitions, sorting, and wage growth. In: Labour economics, Jg. 55, H. December, S. 300-327. DOI:10.1016/j.labeco.2018.10.008

Abstract

"In this paper we measure the relative contribution of firm effects and match quality to wage growth experienced by workers moving between jobs. We provide evidence that firm effects only explain a small share of the observed wage dynamics. We also show that standard assumptions on match quality used to estimate fixed-effect wage models are not well supported in Danish data. We propose an alternative strategy to estimate an additive model of wage changes that includes a freely-varying match effect for all but a subset of job changers. Using estimates from Danish linked worker-firm data, we find that 44% of the wage growth experienced by job-to-job movers is attributable to an improvement in the quality of the worker-firm match, and 66% of the variance of wage growth is explained by the variance of the change in match effects." (Author's abstract, © 2018 Elsevier) ((en))

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McCollum, David, Ye Liu, Allan Findlay, Zhiqiang Feng & Glenna Nightingale (2018): Determinants of occupational mobility: the importance of place of work. In: Regional Studies. Journal of the Regional Studies Association, Jg. 52, H. 12, S. 1612-1623. DOI:10.1080/00343404.2018.1424993

Abstract

"This research focuses on individual and place-based determinants of occupational mobility in Scotland over the period 2001 - 11. Its originality relates to the importance of workplace location, rather than residential locations, on occupational mobility, and in questioning the idea that spatial mobility accelerates occupational mobility. The findings also indicate that skill level and employment in 'knowledge-intensive' sectors are key determinants of career progression. Urban career escalator effects are found to be particularly evident for higher-skilled workers. The findings point to the importance of spatial sophistication and sectoral sensitivity in understandings of occupational mobility." (Author's abstract, IAB-Doku) ((en))

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Merlino, Luca Paolo, Pierpaolo Parrotta & Dario Pozzoli (2018): Gender differences in sorting. In: Industrial Relations, Jg. 57, H. 4, S. 671-709. DOI:10.1111/irel.12216

Abstract

"In this paper, we investigate gender differences in workers' career development within and outside the firm to explain the existence of gender wage gaps. Using Danish employer-employee matched data, we find that good female workers are more likely to move to better firms than men but are less likely to be promoted. Furthermore, these differences in career advancement widen after the first child is born. Our findings suggest that career impediments in certain firms cause the most productive female workers to seek better jobs in firms in which there is less gender bias." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Novak, Pavel (2018): Berufliche Mobilität von Lehrpersonen. Eine empirische Untersuchung zum Berufswechsel von Primarlehrpersonen zu Berufsfachschullehrpersonen für Allgemeinbildung an Schweizer Berufsfachschulen. (Internationale Hochschulschriften 649), Münster: Waxmann, 382 S.

Abstract

"Im Mittelpunkt der Untersuchung steht die berufliche Mobilität von Schweizer Primarlehrpersonen. Diese sind aus der obligatorischen Schule aus- und an die Berufsfachschule umgestiegen, wo sie das Fach Allgemeinbildender Unterricht (ABU) betreuen. Aus den berufsbiographischen Erzählungen geht hervor, dass die Primarlehrpersonen ihre Entscheidung, an die Berufsfachschule zu wechseln, als nichtintendiert und 'zufällig' interpretieren. In der Regel geht der berufliche Umstieg auf eine direkte Anfrage seitens einer Berufsfachschule zurück ('Rekrutierungsmodell'). Der Umstieg erfolgt aus unterschiedlichen Motiven, wobei bei den Umsteigern eher karriereorientierte und bei den Umsteigerinnen eher pragmatische Motive vorwiegen. Die Umsteiger*innen gehen ein wohlkalkuliertes Risiko ein, da sie trotz des Berufswechsels innerhalb des pädagogischen Berufsfelds verbleiben. Die Studie ergänzt die Forschung zur beruflichen Laufbahn von Schweizer Primarlehrpersonen um eine bisher unbekannte Facette." (Verlagsangaben, IAB-Doku)

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Ommeren, Jos van (2018): Commuting and Relocation of Jobs and Residences. (Routledge revivals), London: Routledge, 184 S.

Abstract

This title was first published in 2000: An analysis of commuting behaviour from an integrated labour and housing market perspective. A theoretical search model is proposed and analyzed with an emphasis on two-owner households. The book provides insights into the relationship between job and residential moving and commuting behaviour.

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Pearlman, Jessica (2018): Gender differences in the impact of job mobility on earnings. The role of occupational segregation. In: Social science research, Jg. 74, H. August, S. 30-44. DOI:10.1016/j.ssresearch.2018.05.010

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Robinson, Chris (2018): Occupational mobility, occupation distance, and specific human capital. In: The Journal of Human Resources, Jg. 53, H. 2, S. 513-551. DOI:10.3368/jhr.53.2.0814-6556R2

Abstract

"Distance and direction measures are constructed and used to contrast occupational mobility following involuntary job displacement and total occupational mobility. Displacement involves specific capital loss. Some voluntary occupational mobility, for example, promotions, reflects augmented skills rather than specific human capital loss. Wage losses following displacement are strongly related to distance and direction. This is reflected in a downward shift in the skill portfolio. By contrast, the skill portfolio change in total occupational mobility shows a neutral or modest upward pattern, suggesting limited or no specific human capital loss from voluntary occupational mobility. The mean distance in occupational mobility following displacement declined significantly in the 1980s and 1990s suggesting the labor market was more efficiently reemploying workers following displacement, lowering displacement costs in that period." (Author's abstract, © the Board of Regents of the University of Wisconsin System) ((en))

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Schmidt, Joseph A., Chelsea R. Willness, David A. Jones & Joshua S. Bourdage (2018): Human resource management practices and voluntary turnover. A study of internal workforce and external labor market contingencies. In: The international journal of human resource management, Jg. 29, H. 3, S. 571-594. DOI:10.1080/09585192.2016.1165275

Abstract

"We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates - the local industry-specific unemployment rate - and an internal contingency proposed to shape employees' conceptualization of their exchange relationship - their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees' exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work." (Author's abstract, IAB-Doku) ((en))