Beschäftigungsstabilität – Jobsicherheit trotz zunehmender Flexibilisierung?
Der Zuwachs flexibler Beschäftigungsformen in den letzten Jahrzehnten hat u.a. die Frage nach der Stabilität von Beschäftigungsverhältnissen aufgeworfen. Die durchschnittliche Dauer der Betriebszugehörigkeit, Daten zur Arbeitskräfte-Fluktuation sowie das Ausmaß befristeter Beschäftigung werden für die Bewertung von Beschäftigungsstabilität herangezogen. Empirische Studien konnten bisher eine Abnahme der Beschäftigungsstabilität im Zeitverlauf nicht bestätigen - allenfalls punktuell und bei bestimmten Qualifikationsstufen.
Diese Infoplattform enthält Literaturhinweise und Volltexte zur theoretischen Einbettung und empirischen Analyse der Stabilität von Beschäftigung.
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Literaturhinweis
Employment protection and labour productivity growth in the EU: skill-specific effects during and after the Great Recession (2024)
Zitatform
Fedotenkov, Igor, Virmantas Kvedaras & Miguel Sanchez-Martinez (2024): Employment protection and labour productivity growth in the EU: skill-specific effects during and after the Great Recession. In: Empirica, Jg. 51, H. 1, S. 209-262. DOI:10.1007/s10663-023-09585-w
Abstract
"Does employment protection affect sectoral productivity growth differently during crises and recovery periods? This paper sheds light into this question by investigating the relationship between employment protection legislation (EPL hereafter) and sectoral labor productivity growth in the EU in the context of the Great Recession. We consider the crisis and recovery periods, evaluate the relevance of both levels and changes in EPL for productivity growth, and explore the conditioning role played by sectoral differences in terms of cumulativeness of knowledge as well as the skills of the labor force, captured by different levels of education. We find that stricter labor protection reduces labor productivity growth in sectors with a large share of workers with tertiary education, whereas this effect is negligible or positive in sectors where workers with secondary or only primary education are more prevalent (such as agriculture, mining and quarrying). We attribute this to a more intensive labour hoarding in the former, as EPL strengthens labour hoarding in sectors that rely on firm-specific knowledge accumulation and skilled human capital that are difficult to substitute with physical capital. Whereas it is simple to dismiss (and to find later) unskilled employees. They not only can be substituted more easily with capital, but also the costs of their firing are lower, they are overrepresented among workers holding temporary contracts, and they might be unequally informed and able to exercise their rights. This leads to low (if any) labor hoarding and little impact of EPL on labour productivity in such sectors. We also document that the negative effect is prominent only during the crisis, and an increase in the stringency of EPL over an extended period stimulates employers to substitute labour with investments in physical and knowledge capital." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Losers of representation: Gains and losses of globalization as seen by workers in internationalized companies in the Netherlands (2024)
Hurenkamp, Menno; Dekker, Paul; Tonkens, Evelien;Zitatform
Hurenkamp, Menno, Paul Dekker & Evelien Tonkens (2024): Losers of representation: Gains and losses of globalization as seen by workers in internationalized companies in the Netherlands. In: European Journal of Cultural and Political Sociology, Jg. 11, H. 2, S. 231-254. DOI:10.1080/23254823.2023.2295038
Abstract
"Dichotomisation between winners and losers is a prominent element of the debate on globalization, with ordinary workers often considered losers. However, little is known about what workers make of globalization, how they experience the phenomenon, and how they talk about it. We use a set of focus groups to explore meaning-making on the globalization of the economy among lower-educated employees of Dutch internationalised firms. We find that they weigh up the pros and cons and proudly struggle with the consequences of globalization. To the degree that they feel left behind, it is by politics and government. This suggests that dislike of globalization is the result of negative experiences with politics, rather than the other way around." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job security, asymmetric information, and wage rigidity (2024)
Zitatform
Snell, Andy, Heiko Stüber & Jonathan P. Thomas (2024): Job security, asymmetric information, and wage rigidity. In: European Economic Review, Jg. 161, 2023-10-23. DOI:10.1016/j.euroecorev.2023.104622
Abstract
"We consider a labor market with risk averse workers, directed search and asymmetric information in which firms can commit to wage contracts but not to retain workers. The model predicts that in downturns (i) there is equal treatment of incumbents and new hires, (ii) wages are insensitive to the severity of the downturn, (iii) this leads to an amplified employment effect, and (iv) wages are determined by forecasts of labor market conditions rather than actual values. By contrast in upswings, new-hire wages are more attuned to actual conditions than forecasts, whilst incumbent wages remain relatively rigid. We find that these novel predictions are well supported in German administrative data." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
Temporary Contracts, Employment Trajectories and Dualisation: A Comparison of Norway and Sweden (2023)
Zitatform
Berglund, Tomas, Roy A. Nielsen, Olof Reichenberg & Jørgen Svalund (2023): Temporary Contracts, Employment Trajectories and Dualisation: A Comparison of Norway and Sweden. In: Work, Employment and Society, Jg. 37, H. 2, S. 505-524. DOI:10.1177/09500170211031466
Abstract
"This study compares the labour market trajectories of the temporary employed in Norway with those in Sweden. Sweden’s employment protection legislation gap between the strict protection of permanent employment and the loose regulation of temporary employment has widened in recent decades, while Norway has maintained balanced and strict regulation of both employment types. The study asserts that the two countries differ concerning the distribution of trajectories, leading to permanent employment and trajectories that do not create firmer labour market attachment. Using sequence analysis to analyse two-year panels of the labour force survey for 1997–2011, several different trajectories are discerned in the two countries. The bridge trajectories dominate in Norway, while dead-end trajectories are more common in Sweden. Moreover, the bridge trajectories are selected to stronger categories (mid-aged and higher educated) in Sweden than in Norway. The results are discussed from the perspective of labour market dualisation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workers' tenure and firm productivity: New evidence from matched employer-employee panel data (2023)
Zitatform
Gagliardi, Nicola, Elena Grinza & François Rycx (2023): Workers' tenure and firm productivity: New evidence from matched employer-employee panel data. In: Industrial Relations, Jg. 62, H. 1, S. 3-33. DOI:10.1111/irel.12309
Abstract
"Using rich longitudinal matched employer-employee data on Belgian firms, we explore the impact of workers’ tenure on firm productivity. To do so, we estimate production functions augmented with firm-level measures of tenure. We deal with the endogeneity of standard inputs and tenure, which arises from unobserved firm heterogeneity and reverse causality, by applying a modified version of Ackerberg et al.’s (2015) control function method, which explicitly removes firm fixed effects. Consistently with recent theoretical predictions, our analyses point to positive, but decreasing, returns to tenure. We also find that the impact differs widely across several firm dimensions. Tenure is particularly beneficial for productivity in contexts characterized by a certain degree of routineness and low job complexity. Along the same lines, our findings indicate that tenure exerts stronger positive impacts in industrial and capital-intensive firms, as well as in firms less reliant on ICT-intensive and knowledge-intensive processes." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Searching for Job Security and the Consequences of Job Loss (2023)
Jarosch, Gregor;Zitatform
Jarosch, Gregor (2023): Searching for Job Security and the Consequences of Job Loss. In: Econometrica, Jg. 91, H. 3, S. 903-942. DOI:10.3982/ECTA14008
Abstract
"Job loss comes with large present value earnings losses which elude workhorse models of unemployment and labor market policy. I propose a parsimonious model of a frictional labor market in which jobs differ in terms of unemployment risk and workers search off- and on-the-job. This gives rise to a job ladder with slippery bottom rungs where unemployment spells beget unemployment spells. I allow for human capital to respond to time spent out of work and estimate the framework on German Social Security data. The model captures the joint response of wages, employment, and unemployment risk to job loss which I measure empirically. The key driver of the “unemployment scar” is the loss in job security and its interaction with the evolution of human capital and, in particular, the search for better employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland (2023)
Zitatform
Kopycka, Katarzyna (2023): Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2023.100768
Abstract
"Extending existing research on transitions from temporary to permanent employment this article investigates the social mobility dimension of these transitions. Specifically, it asks whether certain individuals experience downward occupational mobility while moving from temporary to permanent employment in the two countries under study, Germany and Poland. The empirical analysis of the employment histories of young individuals until age 35 involves event history modelling using Cox proportional hazards methodology and is conducted on data from the German Socioeconomic Panel (G-SOEP) and the Polish Panel Survey (POLPAN) for the period 2003–2017/2018. In the study, transitions to permanent employment with and without downward occupational mobility are defined as competing events and modeled separately. The analysis reveals that ten per cent and as much as seventeen per cent of moves to permanent employment in Germany and Poland, respectively, are accompanied by a loss in occupational status. A higher prevalence of downward mobility in Poland may result from a weaker welfare state there which is less decommodifying. Furthermore, a low level of individual economic vulnerability decreases the transition rate to permanent employment involving a drop in occupational status. In Poland, the high socioeconomic position of the family of origin deters from changing to an unlimited contract with downward mobility. In Germany, married or partnered individuals who enjoy a high household income bear a lower risk of transitioning to permanent employment with status loss." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Jobunsicherheit: Frauen fühlen sich durch Befristungen deutlich stärker belastet als Männer (2023)
Zitatform
Teichler, Nils & Brigitte Schels (2023): Jobunsicherheit: Frauen fühlen sich durch Befristungen deutlich stärker belastet als Männer. In: IAB-Forum H. 25.09.2023. DOI:10.48720/IAB.FOO.20230925.01
Abstract
"Jobunsicherheit und befristete Beschäftigung im Speziellen gehen für Erwerbstätige mit spürbaren Sorgen um den Arbeitsplatz einher und mindern die Lebenszufriedenheit. Allerdings machen sich weibliche Beschäftigte deutlich größere Sorgen um den Arbeitsplatz als männliche, wenn sie befristet beschäftigt sind. Der berufliche Status macht demgegenüber kaum einen Unterschied für die Lebenszufriedenheit, wenn der eigene Arbeitsplatz als unsicher erlebt wird." (Autorenreferat, IAB-Doku)
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Literaturhinweis
'Stability is a foggy concept': work stability from the perspective of young people with mobility experiences (2023)
Winogrodzka, Dominika;Zitatform
Winogrodzka, Dominika (2023): 'Stability is a foggy concept': work stability from the perspective of young people with mobility experiences. In: Journal of Youth Studies online erschienen am 24.10.2023, S. 1-21. DOI:10.1080/13676261.2023.2271843
Abstract
"Currently, substantial attention is being paid to flexibility in the working life of young people. Stability is a conceptual companion of flexibility; however, its role has been vastly underestimated in the literature on working life. The key aim of this article is to explore the processes of meaning-making concerning work stability among young people with mobility experiences. Focusing on the intersection between career studies, mobility studies, and youth studies, the aim is to answer the following research questions. (1) How do young people with mobility experiences perceive stability in the context of the labour market? (2) What are the roles of spatial mobility and previous work experience in the perception of work stability? Based on qualitative data, the process of defining, redefining, questioning and denying the concept of work stability is discussed, showing that this process is subject to continuous verification and re-evaluation based on previous work experiences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pennies from Haven: Wages and Profit Shifting (2022)
Alstadsæter, Annette; Davies, Ronald B.; Scheuerer, Johannes; Bjørkheim, Julie Brun;Zitatform
Alstadsæter, Annette, Julie Brun Bjørkheim, Ronald B. Davies & Johannes Scheuerer (2022): Pennies from Haven: Wages and Profit Shifting. (CESifo working paper 9590), München, 42 S.
Abstract
"Increasing attention has been given to the fact that some multinational enterprises shift income to tax haven countries, an activity that generates inequality in corporate taxation. Here, we examine how profit shifting relates to wage inequality. Using rich matched employer-employee data from Norway, we find that profit-shifting firms pay higher wages, particularly among service firms where the wage premium is approximately 2%. Furthermore, this average effect masks significant within-firm heterogeneity with high-skill occupations – and managers in particular – earning higher shifting wage premiums. CEOs particularly gain, with their wages rising nearly 10%. These results thus suggest that profit shifting by multinationals meaningfully contributes to wage inequality, both between and within firms. Finally, our back-of-the-envelope calculations suggest these higher wages would generate additional income tax revenues which would offset around 3% of the fall in Norway’s corporate tax revenues due to profit shifting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour Market Concentration, Wages and Job Security in Europe (2022)
Bassanini, Andrea; Bovini, Giulia; Felgueroso, Florentino; Caroli, Eve; Jansen, Marcel; Casanova Ferrando, Jorge; Martins, Pedro S. ; Falco, Paolo; Melo, António; Cingano, Frederico; Oberfichtner, Michael ; Popp, Martin ;Zitatform
Bassanini, Andrea, Giulia Bovini, Eve Caroli, Jorge Casanova Ferrando, Frederico Cingano, Paolo Falco, Florentino Felgueroso, Marcel Jansen, Pedro S. Martins, António Melo, Michael Oberfichtner & Martin Popp (2022): Labour Market Concentration, Wages and Job Security in Europe. (IZA discussion paper 15231), Bonn, 54 S.
Abstract
"We investigate the impact of labour market concentration on two dimensions of job quality, namely wages and job security. We leverage rich administrative linked employer-employee data from Denmark, France, Germany, Italy, Portugal and Spain in the 2010s to provide the first comparable cross-country evidence in the literature. Controlling for productivity and local product market concentration, we show that the elasticities of wages with respect to labour market concentration are strikingly similar across countries: increasing labour market concentration by 10% reduces wages by 0.19% in Germany, 0.22% in France, 0.25% in Portugal and 0.29% in Denmark. Regarding job security, we find that an increase in labour market concentration by 10% reduces the probability of being hired on a permanent contract by 0.46% in France, 0.51% in Germany and 2.34% in Portugal. While not affecting this probability in Italy and Spain, labour market concentration significantly reduces the probability of being converted to a permanent contract once hired on a temporary one. Our results suggest that considering only the effect of labour market concentration on wages underestimates its overall impact on job quality and hence the resulting welfare loss for workers." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: FEDEA Documento de trabajo -
Literaturhinweis
Agency, sentiment, and risk and uncertainty: fears of job loss in 8 European countries (2022)
Zitatform
Clark, Gordon L. (2022): Agency, sentiment, and risk and uncertainty: fears of job loss in 8 European countries. In: ZFW - Advances in Economic Geography, Jg. 66, H. 1, S. 3-17. DOI:10.1515/zfw-2021-0037
Abstract
"How people assess their prospects and act accordingly is anchored in time and space. But context is only half the story. Human beings share predispositions in favour of the here and now, discounting the future, and risk aversion. This paper provides a framework for integrating cognition with context in economic geography focusing upon agency, resources, and risk and uncertainty in European labour markets. In doing so, it seeks to avoid essentialising the individual while ensuring that the resulting framework does not leave individuals as cyphers of time and place. The framework is illustrated by reference to individual’s assessments of the consequences of technological change for their employment prospects in a multicountry European setting. Implications are drawn for a behavioural economic geography that is policy relevant." (Author's abstract, IAB-Doku, © Zeitschrift für Wirtschaftsgeographie) ((en))
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Literaturhinweis
How to minimize job insecurity: The role of proactive and reactive coping over time (2022)
Zitatform
Langerak, Judith B., Jessie Koen & Edwin A. J. van Hooft (2022): How to minimize job insecurity: The role of proactive and reactive coping over time. In: Journal of vocational behavior, Jg. 136. DOI:10.1016/j.jvb.2022.103729
Abstract
"Job insecurity is no longer a temporary setback but an experience that many workers endure for prolonged periods of time during their career. While there is much research on the behaviors that may help workers to cope with the negative consequences of job insecurity (i.e., reactive coping), insight into behaviors that may help workers to minimize or even prevent the experience of job insecurity itself is still minimal (i.e., proactive coping). Yet, such insight is crucial to advance our knowledge on the dynamics of job insecurity and may offer an alternative strategy to help workers manage the experience of job insecurity during their career. Hence, in this 5-wave weekly survey study among 266 workers, we view the experience of job insecurity as an ongoing process that may fluctuate over time and investigated whether proactive coping (career planning, scenario thinking, career consultation, networking, and reflecting) could help workers to minimize their future job insecurity. Multilevel path analyses showed that weekly proactive coping behaviors were either unrelated or positively (rather than negatively) related to job insecurity in the following week, indicating that positive outcomes of proactive coping may need more time to establish. Additionally, we explored whether coping behaviors that are proactive in theory could also function as reactive coping behaviors (i.e., could buffer the negative consequences of job insecurity). Results showed no buffering effects, indicating that theoretically proactive coping behaviors did not function reactively. We discuss that prolonged proactive coping efforts are needed in contemporary careers, despite the short-term discomfort." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Are first jobs in the German public sector more stable?: An examination under consideration of the institutional structure (2022)
Zitatform
Löwe, Paul Severin (2022): Are first jobs in the German public sector more stable? An examination under consideration of the institutional structure. In: Soziale Welt, Jg. 73, H. 2, S. 377-415. DOI:10.5771/0038-6073-2022-2-377
Abstract
"In den letzten Jahrzehnten hat es in Deutschland eine Abkehr vom Normalarbeitsverhältnis gegeben. Insbesondere die nicht etablierten Gruppen des Arbeitsmarktes sind betroffen. Der Arbeitsmarkteinstieg wurde zur unsichersten Phase der Erwerbskarriere. Der öffentliche Dienst mit seinem spezifischen institutionellen Rahmen galt als "Modellarbeitgeber" für benachteiligte Gruppen. Reformen und Umstrukturierungen stellen diese Sonderstellung gegenüber dem Privatsektor allerdings in Frage. In diesem Artikel wird untersucht, ob der öffentliche Dienst eine stabilere Beschäftigung für Arbeitsmarkteinsteiger*innen bietet als der private Sektor. Es wird untersucht, ob die institutionelle Struktur des öffentlichen Dienstes die Beschäftigungsstabilität positiv beeinflusst. In einer Dekompositions-Analyse werden potenziell stabilisierende (arbeiten in einer Dienstbeziehung, mit hoher beruflicher Schließung, Teilnahme an Weiterbildungsmaßnahmen) und destabilisierende institutionelle Faktoren (befristete Beschäftigung, Teilzeit) getestet, um die Stabilität von Erstanstellungen im öffentlichen Dienst zu erklären. Die Arbeitsmarkteinstiegskohorten 1995-2012 werden auf Basis der retrospektiven Lebensverlaufsdaten der Startkohorte sechs des Nationalen Bildungspanels (NEPS) analysiert. Die Ergebnisse zeigen, dass der öffentliche Dienst stabilere erste Arbeitsplätze bietet. Stabilisierende Faktoren, wie die Teilnahme an Weiterbildungsmaßnahmen, sind dafür entscheidend. Allerdings reduzieren destabilisierende Faktoren, wie die intensive Nutzung von befristeten Verträgen, die Stabilität erheblich. Dies deutet darauf hin, dass die stabilisierende institutionelle Struktur des öffentlichen Sektors zwar einen Vorteil begründet, aber unter Druck steht und somit Potenzial für Polarisierungen bietet." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Are men or women more unsettled by fixed-term contracts? Gender differences in affective job insecurity and the role of household context and labour market position (2022)
Zitatform
Morgenroth, Nicolas, Brigitte Schels & Nils Teichler (2022): Are men or women more unsettled by fixed-term contracts? Gender differences in affective job insecurity and the role of household context and labour market position. In: European Sociological Review, Jg. 38, H. 4, S. 560-574., 2021-11-15. DOI:10.1093/esr/jcab060
Abstract
"This study investigates differences in the causal effect of fixed-term contracts on affective job insecurity by gender and household context in Germany. Research shows that workers in fixed-term employment are more unsettled about their job security than are permanent employees. We contribute to the literature on subjective job insecurity by explicitly modelling the causal effect of fixed-term employment and by examining how women and men differ in this effect. We argue that gender differences in the labour market positions and a gendered division of labour in the household account for gender differences in the subjective vulnerability to fixed-term employment. We apply linear fixed effect probability models based on the German Socio-Economic Panel (SOEP) with a sample of employees aged between 20 and 45 years. Results show that a fixed-term contract doubles the probability of big job worries compared to a permanent contract. Women are substantially more unsettled by fixed-term contracts than men across all household types. These gender differences cannot be explained by unfavourable labour market positions of women. Fixed-term employment thus seems to add to existing gender inequalities on the labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Productivity shocks, long-term contracts and earnings dynamics (2021)
Balke, Neele; Lamadon, Thibaut;Zitatform
Balke, Neele & Thibaut Lamadon (2021): Productivity shocks, long-term contracts and earnings dynamics. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2021,19), Uppsala, 78 S.
Abstract
"This paper examines how employer- and worker-specific productivity shocks transmit to earnings and employment in an economy with search frictions and firm commitment. We develop an equilibrium search model with worker and firm shocks and characterize the optimal contract offered by competing firms to attract and retain workers. In equilibrium, riskneutral firms provide only partial insurance against shocks to risk-averse workers and offer contingent contracts, where payments are backloaded in good times and frontloaded in bad times. We prove that there exists a unique spot target wage, which serves as an attraction point for smooth wage adjustments. The structural model is estimated on matched employer-employee data from Sweden. The estimates indicate that firms absorb persistent worker and firm shocks, with respective passthrough values of 27 and 11%, but price permanent worker differences, a large contributor (32%) to variations in wages. A large share of the earnings growth variance can be attributed to job mobility, which interacts with productivity shocks. We evaluate the effects of redistributive policies and find that almost 40% of government-provided insurance is undone by crowding out firm-provided insurance." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Concentration and Stayers' Wages: Evidence from France (2021)
Zitatform
Bassanini, Andrea, Cyprien Batut & Eve Caroli (2021): Labor Market Concentration and Stayers' Wages. Evidence from France. (IZA discussion paper 14912), Bonn, 20 S.
Abstract
"We investigate the impact of labor market concentration on stayers' wages, where stayers are defined as individuals who were already employed in the same firm the year before. Using administrative data for France, we show that the elasticity of stayers' wages to labor market concentration ranges between -0.0185 and -0.0230, depending on the instrument we use, and controlling for labor productivity and local product market concentration. This represents between about two thirds and three fourth of the elasticity we estimate for new hires. Given the strong wage rigidities characterizing the French labor market, this estimate can be considered a lower bound of the effect of labor market concentration on stayers' wages in an international perspective." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Erwerbslose in der Grundsicherung: Welche Faktoren begünstigen die Aufnahme stabiler Beschäftigungsverhältnisse? (2021)
Zitatform
Dengler, Katharina, Katrin Hohmeyer & Cordula Zabel (2021): Erwerbslose in der Grundsicherung: Welche Faktoren begünstigen die Aufnahme stabiler Beschäftigungsverhältnisse? In: IAB-Forum H. 13.01.2021 Nürnberg, o. Sz., 2021-01-12.
Abstract
"Entgegen verbreiteter Annahmen nehmen erwerbslose Arbeitslosengeld-II-Beziehende in einem nicht zu vernachlässigenden Umfang (wieder) eine Beschäftigung auf. Diese Beschäftigungsverhältnisse sind jedoch oft nicht von langer Dauer – kein ganz neuer Befund. Weniger klar ist indes, welche Faktoren die Aufnahme einer sozialversicherungspflichtigen Beschäftigung begünstigen. Das Gleiche gilt für die Faktoren, die deren Dauer beeinflussen. Eine aktuelle Studie des IAB liefert neue Erkenntnisse." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Firm pay dynamics (2021)
Engbom, Niklas; Moser, Christian; Sauermann, Jan;Zitatform
Engbom, Niklas, Christian Moser & Jan Sauermann (2021): Firm pay dynamics. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2021,21), Uppsala, 51 S.
Abstract
"We study the nature of firm pay dynamics. To this end, we propose a statistical model that extends the seminal framework by Abowd, Kramarz, and Margolis (1999a) to allow for idiosyncratically time-varying firm pay policies. We estimate the model using linked employer-employee data for Sweden from 1985 to 2015. By drawing on detailed firm financials data, we show that firms that become more productive and accumulate capital raise pay, whereas firms lower pay as they add workers. A secular increase in firm-year pay dispersion in Sweden since 1985 is accounted for by greater persistence of firm pay among incumbent firms as well as greater dispersion in firm pay among entrant firms, as opposed to more volatile firm pay." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: MPRA Paper, 98477 -
Literaturhinweis
From employment to engagement? Stable jobs, temporary jobs, and cohabiting relationships (2021)
Landaud, Fanny;Zitatform
Landaud, Fanny (2021): From employment to engagement? Stable jobs, temporary jobs, and cohabiting relationships. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102077
Abstract
"Family formation has been substantially delayed in recent decades, and birth rates have fallen below the replacement rates in many OECD countries. Research suggests that these trends are tightly linked to recent changes in the labor market; however, little is known about the role played by increases in job insecurity. In this paper, I investigate whether the type of employment, stable or temporary, affects the timing of cohabitation and fertility. Using French data on the work and family history of large samples of young adults, I provide evidence that being permanently employed has a much stronger effect than being in temporary employment on the probability of entering a first cohabiting relationship as well as on the probability of having a first child. These findings suggest that increases in age at first cohabitation and at first child can partly be explained by the rise in unemployment and in the share of temporary jobs among young workers." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Sector switching in Germany (2021)
Prümer, Stephanie;Zitatform
Prümer, Stephanie (2021): Sector switching in Germany. (Friedrich-Alexander-Universität, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 122), Nürnberg, 40 S.
Abstract
"Wechsel des Beschäftigungssektors im Laufe des Berufslebens, d. h. der Wechsel vom privaten in den öffentlichen Sektor oder umgekehrt, sind häufig, wurden bisher jedoch kaum untersucht. Mit Daten des Sozio-oekonomischen Panels für Deutschland gebe ich Einblicke in diese Sektorwechsel. Außerdem analysiere ich, ob sozio-demografische Merkmale oder Einstellungen die Wahrscheinlichkeit, den Sektoren zu wechseln, beeinflussen. Ich zeige, dass Frauen mit höherer Wahrscheinlichkeit in den öffentlichen Sektor wechseln als Männer und dass die Wahrscheinlichkeit eines Wechsels in den öffentlichen Sektor positiv mit Bildung korreliert. Demgegenüber sind Einstellungen und nicht sozio-demografische Merkmale für die Wahrscheinlichkeit eines Wechsels in den privaten Sektor relevant. Ich folgere aus meiner Analyse, dass die Vertiefung des Wissen über Sektorwechsel das Personalmanagement im öffentlichen Sektor bereichern kann." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Prümer, Stephanie; -
Literaturhinweis
People at Work 2021: A Global Workforce View (2021)
Richardson, Nela; Klein, Sara;Zitatform
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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Literaturhinweis
Career stability in turbulent times: A cross-cohort study of mid-careers in Finland (2021)
Zitatform
Riekhoff, Aart-Jan, Satu Ojala & Pasi Pyöriä (2021): Career stability in turbulent times: A cross-cohort study of mid-careers in Finland. In: Acta sociologica, Jg. 64, H. 4, S. 437-458. DOI:10.1177/0001699320983422
Abstract
"In this article, we investigate whether the mid-career stability of Finnish men and women has changed for the birth cohorts 1958 to 1972 and, if so, what the driving forces are behind such changes. We analyse career stability during a 15-year period following the age of 30 using “career turbulence” indicators. To identify the impact of cyclical and structural changes in the labour market, we analyse the association between initial employment status and sector with subsequent career stability. We distinguish between sectors that are exposed to a greater or lesser extent to global competition, those that are characterised by goods production or service provision, and those that are part of the market or non-market sector. In a series of OLS regression and regression decomposition analyses, we also control for the impact of education, regional unemployment and family-formation processes. The results show little change in mid-career stability across cohorts. Stability increased somewhat when only including transitions between employment and non-employment, whereas slight destabilisation was observed when accounting for changes between jobs. The findings indicate that the small changes in stability across cohorts were mostly driven by structural changes in the labour market, albeit with different mechanisms for men and women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does a job guarantee pay off? The fiscal costs of fighting long-term unemployment in Austria* (2021)
Theurl, Simon; Tamesberger, Dennis;Zitatform
Theurl, Simon & Dennis Tamesberger (2021): Does a job guarantee pay off? The fiscal costs of fighting long-term unemployment in Austria*. In: European Journal of Economics and Economic Policies, Jg. 18, H. 3, S. 364-378. DOI:10.4337/ejeep.2021.0077
Abstract
"The idea of a job guarantee (JG) to tackle unemployment has become popular again over recent years. Critics often point to the fiscal costs and the macroeconomic impact of a government financing full employment. In this paper, we analyse the fiscal costs of a JG for long-term unemployed people over the age of 45 in Austria. We show that a JG pays off in the long run. Even if the amount of jobs to be provided increases in times of a recession, or if a government starts with a certain amount of jobs and increases it afterwards, the JG would pay for itself." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Operationalization of Employment Protection Legislation and Implications for Substantive Results: Example of Perceived Job Insecurity and Temporary Employment Risk (2020)
Zitatform
Balz, Anne & Klaus Pforr (2020): Operationalization of Employment Protection Legislation and Implications for Substantive Results. Example of Perceived Job Insecurity and Temporary Employment Risk. (GESIS papers 2020,19), Mannheim, 39 S. DOI:10.21241/ssoar.70793
Abstract
"Almost all comparative research on the effects of employment protection legislation of regular employees (EPLR) is based on the index of the OECD. This study argues that this index is methodologically flawed and proposes a new EPLR index, following a theory-driven formative index construction approach. To demonstrate the implications using the OECD EPLR index versus the new index, we use two empirical applications: First, the effects of EPLR on perceived job insecurity, using multi-level models with data from the European Social Survey, the European Working Condition Survey, and the European Quality of Life Survey. Secondly the temporary employment risk for new hires, using multi-level models with data from the European Labour Force Survey. Whereas the results based on the OECD EPLR index significantly deviate from the hypotheses in the literature, the results using the new EPLR index is compliant with the hypotheses in the literature. This demonstrates higher criterion validity of the theory-driven new EPLR index and also calls for replications of previous research that is based on the index of the OECD." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effects of foreign direct investment on job stability: Upgrades, downgrades, and separations (2020)
Borrs, Linda; Eppelsheimer, Johann;Zitatform
Borrs, Linda & Johann Eppelsheimer (2020): The effects of foreign direct investment on job stability: Upgrades, downgrades, and separations. (IAB-Discussion Paper 24/2020), Nürnberg, 49 S.
Abstract
"Wir untersuchen die Auswirkungen von ausländischen Direktinvestitionen (FDI) auf die Beschäftigungstabilität von Arbeitnehmerinnen und Arbeitnehmern mittels Sozialversicherungsdaten. Erstmalig berücksichtigen wir hierbei unternehmensinterne Jobwechsel und untersuchen die Effekte von FDI auf die individuelle Wahrscheinlichkeit von Up- oder Downgrades hin zu Berufen mit mehr oder weniger analytischen und interaktiven Tätigkeiten. Zu diesem Zweck entwickeln wir ein iteratives Matching-Verfahren, welches einen homogenen Datensatz von Firmen mit gleichen Investitionswahrscheinlichkeiten erzeugt und berechnen dynamische Effekte mit Proportional Harzardmodellen. Unsere Ergebnisse zeigen, dass FDI die Wahrscheinlichkeit von Up- und Downgrades um 25 bzw. 37 Prozent erhöht. Diese Effekte nehmen mit dem Anteil an nicht-routine und interaktiven Tätigkeiten zu und werden zwei Jahre nach der Investition messbar. FDI erhöht nicht die Wahrscheinlichkeit von Trennungen von Beschäftigten und Unternehmen. Stattdessen führt FDI zu einem temporären Lock-in-Effekt. Unsere Befunde belegen die Bedeutung von firmeninternen Umstrukturierungen als Reaktion auf eine veränderte Arbeitsnachfrage durch FDI." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The evolution of generalised and acute job tenure insecurity (2020)
Zitatform
Choonara, Joseph (2020): The evolution of generalised and acute job tenure insecurity. In: Work, employment and society, Jg. 34, H. 4, S. 713-725. DOI:10.1177/0950017019855236
Abstract
"An earlier article by Gallie, Felstead, Green and Inanc demonstrates that employee insecurity can be divided into job tenure insecurity (anxieties about the continuity of employment) and job status insecurity (anxieties about the loss of valued features of the job). Here it is argued that job tenure insecurity can be further divided into acute and generalised variants. The former tracks the level of involuntary redundancies in the UK data and is grounded in a realistic assessment of the likelihood of involuntary job loss. The latter is driven by a range of factors, including the economic cycle and the intensification of work that is also associated with rising job status insecurity, and the permeation of insecurity through new sections of the workforce. Its greatest extent was in the mid-1990s and it rose again in the years following the 2008/2009 recession." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Changing Stability in U.S. Employment Relationships: A Tale of Two Tails (2020)
Zitatform
Molloy, Raven, Christopher Smith & Abigail K. Wozniak (2020): Changing Stability in U.S. Employment Relationships. A Tale of Two Tails. (NBER working paper 26694), Cambridge, Mass., 52 S. DOI:10.3386/w26694
Abstract
"We confront two seemingly-contradictory observations about the US labor market: the rate at which workers change employers has declined since the 1980s, yet there is a commonly expressed view that long-term employment relationships are more difficult to attain. We reconcile these observations by examining how the distribution of employment tenure has changed in aggregate and for various demographic groups. We show that the fraction of workers with short tenure (less than a year) has been falling since the 1980s, consistent with the decline in job changing. Meanwhile, the fraction of workers with long tenure (20 years or more) has been rising modestly owing to an increase in long tenure for women and the ageing of the population. Long tenure has declined markedly among older men; this trend may have spurred popular perceptions that long-term employment is less common than in the past. The decline in long-tenure for men appears due to an increase in mid-career separations that reduce the likelihood of reaching long-tenure, rather than an increase in late-career separations. Nevertheless, survey evidence indicates that these changes in employment relationships are not associated with heightened concerns about job insecurity or decreases in job satisfaction as reported by workers. The decline in short-tenure is widespread, associated with fewer workers cycling among briefly-held jobs, and coincides with an increase in perceived job security among short tenure workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Balancing flexibility and security in Europe? The impact of unemployment on young peoples' subjective well-being (2020)
Russell, Helen; Leschke, Janine; Smith, Mark;Zitatform
Russell, Helen, Janine Leschke & Mark Smith (2020): Balancing flexibility and security in Europe? The impact of unemployment on young peoples' subjective well-being. In: European journal of industrial relations, Jg. 26, H. 3, S. 243-261. DOI:10.1177/0959680119840570
Abstract
"We examine the relationship between 'flexicurity' systems, unemployment and well-being outcomes for young people in Europe. A key tenet of the flexicurity approach is that greater flexibility of labour supply supports transitions into employment, trading longer-term employment stability for short-term job instability. However, there is a risk that young people experience greater job insecurity, both objective and subjective, with less stable contracts and more frequent unemployment spells. Our research draws on data from the European Social Survey and uses multi-level models to explore whether and how flexibility-security arrangements moderate the effect of past and present unemployment on the well-being of young people. We distinguish between flexibility-security institutions that foster improved job prospects and those that provide financial security." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dualization and subjective employment insecurity : explaining the subjective employment insecurity divide between permanent and temporary workers across 23 European countries (2019)
Zitatform
Chung, Heejung (2019): Dualization and subjective employment insecurity : explaining the subjective employment insecurity divide between permanent and temporary workers across 23 European countries. In: Economic and Industrial Democracy, Jg. 40, H. 3, S. 700-729. DOI:10.1177/0143831X16656411
Abstract
"Dualization theory posits that certain institutions cause dualization in the labour market, yet how institutions deepen the subjective insecurity divide between insiders and outsiders has not been examined. This article examines this question using data from 23 European countries in 2008/2009. Results show that the subjective employment insecurity divide between permanent and temporary workers varies significantly across different countries. Corporatist countries, with stronger unions, have larger subjective insecurity divides between permanent and temporary workers. However, this is because permanent workers feel more secure in these countries rather than because temporary workers are more exposed to feelings of insecurity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Automation, job characteristics and job insecurity (2019)
Coupe, Tom;Zitatform
Coupe, Tom (2019): Automation, job characteristics and job insecurity. In: International Journal of Manpower, Jg. 40, H. 7, S. 1288-1304. DOI:10.1108/IJM-12-2018-0418
Abstract
"Purpose
The purpose of this paper is to analyze whether specific jobs characteristics, which experts have identified as being more automation proof, are associated with reduced job insecurity.
Design/methodology/approach
Data come from a recent survey providing information on sources of job insecurity as well as on detailed job characteristics. The analysis is based on various regression models.
Findings
People who have jobs that involve lots of personal interaction are less likely to be concerned about losing their job because of automation, or because of other reasons, and are more likely to think their job will exist 50 years from now. Having a creative job does not change these concerns. The share of respondents who fear losing their job to automation is fairly small, and those who do, typically fear other sources of job insecurity as much or even more.
Practical implications
Developing interpersonal skills is more likely to be an effective strategy for reducing job insecurity than developing creative skills. The findings further suggest that policies aimed at automation are unlikely to suffice for the elimination of worry over job loss, as many workers who fear automation at the same time feel there are other reasons that might lead to the loss of their job.
Originality/value
There are very few studies that link fear of losing one's job to automation to a job's characteristics. The survey used here is unique in the level of detail provided on job characteristics." (Author's abstract, © Emerald Group) ((en)) -
Literaturhinweis
Arbeitskräftefluktuation im Verarbeitenden Gewerbe: In exportierenden Betrieben ist die Beschäftigung stabiler (2019)
Zitatform
Hauptmann, Andreas, Steffen Sirries & Ignat Stepanok (2019): Arbeitskräftefluktuation im Verarbeitenden Gewerbe: In exportierenden Betrieben ist die Beschäftigung stabiler. (IAB-Kurzbericht 04/2019), Nürnberg, 8 S.
Abstract
"Deutschland gehört zu den bedeutendsten Handelsnationen der Welt. Für die deutsche Wirtschaft bieten der internationale Handel und insbesondere der Export von Produkten zahlreiche Chancen. Teilweise wird jedoch befürchtet, dass internationale Aktivitäten von Unternehmen mit Risiken für die Beschäftigungsstabilität einhergehen. Die Autoren untersuchen deshalb die betriebliche Arbeitskräftefluktuation im Verarbeitenden Gewerbe, einer Branche, die sich in Deutschland durch einen hohen Exportanteil auszeichnet: Etwa jeder dritte Betrieb dieser Branche erwirtschaftet einen Teil seines Umsatzes im Ausland. Diese Betriebe beschäftigen fast drei Viertel der Arbeitnehmer im Verarbeitenden Gewerbe. Es zeigt sich, dass die Fluktuationsrate der Belegschaft in exportierenden Betrieben niedriger ist und die Beschäftigung stabiler als in Betrieben, die ausschließlich für den inländischen Markt produzieren. Dieser Befund ist in großen exportierenden Betrieben besonders ausgeprägt." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Beschäftigte in exportierenden Betrieben und exportierende Betriebe im Verarbeitenden Gewerbe sowie insgesamt
- Fluktuationsrate im Verarbeitenden Gewerbe, nach Exportstatus der Betriebe und Betriebsgrößenklassen
- Arbeitskräftefluktuation in exportierenden Betrieben im Vergleich zu nicht exportierenden Betrieben im Verarbeitenden Gewerbe
- Fluktuationsrate im Verarbeitenden Gewerbe, nach Exportstatus der Betriebe
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Literaturhinweis
The impact of declining youth employment stability on future wages (2019)
Umkehrer, Matthias;Zitatform
Umkehrer, Matthias (2019): The impact of declining youth employment stability on future wages. In: Empirical economics, Jg. 56, H. 2, S. 619-650., 2017-11-08. DOI:10.1007/s00181-018-1444-5
Abstract
"Has the early career become less stable during the 1980s and 1990s? And does a lack of early-career employment stability inhibit wage growth? I analyze exceptionally rich administrative data on male graduates from Germany's dual education system to shed more light on these important questions. The data indicate a decline in youth employment durations since the late 1970s, limited to already relatively short durations. Controlling for endogeneity of employment in youth with training firm fixed effects and by exploiting institutional variation in the timing of nationwide macroeconomic shocks, I find significant returns to early-career employment stability in terms of higher wages in adulthood. These returns decline not only across the wage distribution, but also with cohort age. The findings suggest less stable employment in the early years of a career to have become increasingly costly during the 1990s for the least advantaged workers." (Author's abstract, © Springer-Verlag) ((en))
Beteiligte aus dem IAB
Umkehrer, Matthias; -
Literaturhinweis
Human capital and unemployment dynamics: why more educated workers enjoy greater employment stability (2018)
Cairó, Isabel; Cajner, Tomaz;Zitatform
Cairó, Isabel & Tomaz Cajner (2018): Human capital and unemployment dynamics. Why more educated workers enjoy greater employment stability. In: The economic journal, Jg. 128, H. 609, S. 652-682. DOI:10.1111/ecoj.12441
Abstract
"Why do more educated workers experience lower unemployment rates and lower employment volatility? Empirically, these workers have similar job finding rates but much lower and less volatile separation rates than their less educated peers. We argue that on-the-job training, being complementary to formal education, is the reason for this pattern. Using a search and matching model with endogenous separations, we show that investments in match-specific human capital reduce incentives to separate but leave the job finding rate essentially unaffected. The model generates unemployment dynamics quantitatively consistent with the data. Finally, we provide novel empirical evidence supporting the mechanism studied in the article." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labour market effects of job displacement for prime-age and older workers (2018)
Zitatform
Deelen, Anja, Marloes de Graaf-Zijl & Wiljan van den Berge (2018): Labour market effects of job displacement for prime-age and older workers. In: IZA journal of labor economics, Jg. 7, S. 1-30. DOI:10.1186/s40172-018-0063-x
Abstract
"This paper studies the effects of firm closures associated with bankruptcies on the employment status and wages of prime-age and older workers using Dutch administrative data for the period 2000 - 2011. Applying difference-in-differences techniques and non-parametric matching, we find adverse effects on the probability to be in work and on wages earned in the new job, which are larger for older workers than for prime-age workers. Within the older-age group, the effects are stronger for formerly long-tenured workers, for older workers who lost their job in declining sectors in the regional labour market and for workers who changed sectors. In the prime-age group, these differences are less pronounced. Our results suggest that job- and sector-specific factors are important for understanding the more vulnerable position of older workers after job loss." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: CPB discussion paper , 285 -
Literaturhinweis
Das Aussetzen von Beschäftigungsverhältnissen als betriebliche Strategie zum Ausgleich von Schwankungen des Personalbedarfs: ein Update (2018)
Zitatform
Eppel, Rainer, Thomas Horvath & Helmut Mahringer (2018): Das Aussetzen von Beschäftigungsverhältnissen als betriebliche Strategie zum Ausgleich von Schwankungen des Personalbedarfs. Ein Update. In: Österreichisches Institut für Wirtschaftsforschung. Monatsberichte, Jg. 91, H. 11, S. 799-810.
Abstract
"Um kurzfristige, saison- und nicht saisonbedingte Schwankungen des Arbeitskräftebedarfs auszugleichen, beenden viele Betriebe in Zeiten geringerer Auslastung Beschäftigungsverhältnisse und stellen anschließend bei verbesserter Auftragslage dieselben Arbeitskräfte wieder ein ('temporärer Layoff'). Sie wälzen damit Personalkosten auf die Arbeitslosenversicherung ab, da viele betroffene Arbeitskräfte während der Beschäftigungsunterbrechung arbeitslos vorgemerkt sind und Leistungen aus der Arbeitslosenversicherung beziehen. Diese personalpolitische Flexibilisierungsstrategie wurde bisher kaum thematisiert, spielt jedoch in Österreich seit Jahrzehnten eine bedeutende Rolle. Im Jahr 2017 waren 13,7% aller Beschäftigungsaufnahmen Wiedereinstellungen von temporär Arbeitslosen bei demselben Arbeitgeber innerhalb einer Zeitspanne von einem Jahr. Die registrierte Arbeitslosigkeit während temporärer Layoffs trug mehr als ein Achtel zur registrierten Gesamtarbeitslosigkeit bei. Sie war damit für rund 1 Prozentpunkt der Arbeitslosenquote maßgebend. Die Aussetzung von Beschäftigungsverhältnissen ist mit Kosten für die Arbeitslosenversicherung in einer Größenordnung von rund 500 Mio. EURO pro Jahr verbunden." (Autorenreferat, © WIFO - Österreichisches Institut für Wirtschaftsforschung)
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Literaturhinweis
Sports Psychology in the English Premier League: 'It Feels Precarious and is Precarious' (2018)
Gilmore, Sarah; Smith, John; Wagstaff, Christopher;Zitatform
Gilmore, Sarah, Christopher Wagstaff & John Smith (2018): Sports Psychology in the English Premier League: 'It Feels Precarious and is Precarious'. In: Work, employment and society, Jg. 32, H. 2, S. 426-435. DOI:10.1177/0950017017713933
Abstract
"The literatures on gender status stereotyping and the 'glass-ceiling' have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men but not for women, and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction, the study contributes to the literature on the gender gap in managerial representation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Product innovation and employment growth at the firm level: a quantile regression approach to inter-industry differences (2018)
Herstad, Sverre J.;Zitatform
Herstad, Sverre J. (2018): Product innovation and employment growth at the firm level. A quantile regression approach to inter-industry differences. In: Applied Economics Letters, Jg. 25, H. 15, S. 1062-1065. DOI:10.1080/13504851.2017.1394970
Abstract
"This article demonstrates that the relationship between product innovativeness and employment growth at the firm level depends on (i) market responses to innovations with different degrees of novelty, (ii) the location of firms on the growth distribution and (iii) industry conditions. As a result, research that uses standard regression techniques such as OLS and does not account for innovation characteristics and industry differences fail to properly describe this relationship." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An empirical analysis of the relationship between employee ownership and employment stability in the US: 1999-2011 (2018)
Zitatform
Kurtulus, Fidan Ana & Douglas Kruse (2018): An empirical analysis of the relationship between employee ownership and employment stability in the US. 1999-2011. In: BJIR, Jg. 56, H. 2, S. 245-291. DOI:10.1111/bjir.12254
Abstract
"Do firms with employee ownership (EO) programs exhibit greater employment stability in the face of economic downturns? In particular, are firms with EO programs less likely to lay off workers during negative shocks? In this article, we examine the relationship between EO programs and employment stability in the United States using longitudinal Form 5500-CompuStat matched data on the universe of publicly traded companies during 1999 - 2011. We examine how firms with EO programs weathered the recessions of 2001 and 2008 in terms of employment stability relative to firms without EO programs, and also whether such firms were less likely to lay off workers when faced with negative shocks more broadly. In our econometric analyses, we use a rich array of measures of EO at firms, including the presence of EO stock in pension plans, the presence of employee stock ownership plans (ESOPs), the value of EO stock per employee, the share of the firm owned by employees, the share of workers at the firm participating in EO and the share of workers at the firm participating in ESOPs. We also consider both economy-wide negative shock measures (increases in the unemployment rate, declines in the employment-to-population ratio) and firm-specific negative shock measures (declines in firm sales, declines in firm stock price). Our results indicate that EO firms exhibit greater employment stability in the face of economy-wide and firm-specific negative shocks." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Loss of skill and labor market fluctuations (2018)
Zitatform
Lalé, Etienne (2018): Loss of skill and labor market fluctuations. In: Labour economics, Jg. 50, H. March, S. 20-31. DOI:10.1016/j.labeco.2017.03.004
Abstract
"In this paper, we examine how skill loss can contribute to aggregate labor market fluctuations in the Diamond-Mortensen-Pissarides model. We develop a computationally tractable stochastic version of that model wherein workers accumulate skills on the job and face a risk of skill loss after job destruction. We find that skill heterogeneity dampens the fluctuations of labor market variables, and that introducing skill loss offsets this effect and generates additional amplification. The main forces driving this result are pro-cyclical increases in the probability of skill loss during unemployment: these provide incentives to post proportionally more vacancies during upturns by raising the surplus from employing high-skill workers. Compositional changes in the unemployment pool, on the other hand, play a negligible role for empirically plausible rates of skill depreciation, which imply a relatively slow process compared to the duration of unemployment spells." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Job insecurity and the changing workplace: recent developments and the future trends in job insecurity research (2018)
Lee, Cynthia; Ashford, Susan J.; Huang, Guo-Hua;Zitatform
Lee, Cynthia, Guo-Hua Huang & Susan J. Ashford (2018): Job insecurity and the changing workplace. Recent developments and the future trends in job insecurity research. In: Annual review of organizational psychology and organizational behavior, Jg. 5, S. 335-359. DOI:10.1146/annurev-orgpsych-032117-104651
Abstract
"This article updates our understanding of the field of job insecurity (JI) by incorporating studies across the globe since 2003, analyzes what we know, and offers ideas on how to move forward. We begin by reviewing the conceptualization and operationalization of job insecurity. We then review empirical studies of the antecedents, consequences, and moderators of JI effects, as well as the various theoretical perspectives used to explain the relationship of JI to various outcomes. Our analyses also consider JI research in different regions of the world, highlighting the cross-cultural differences. We conclude by identifying areas in need of future research. We propose that JI is and will continue to be a predominant employment issue, such that research into it will only increase in importance and relevance. In particular, we call for in-depth research that carefully considers the rapid changes in the workplace today and in the future." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Perceived job and labor market insecurity in the United States: an assessment of workers' attitudes from 2002 to 2014 (2018)
Zitatform
Lowe, Travis Scott (2018): Perceived job and labor market insecurity in the United States. An assessment of workers' attitudes from 2002 to 2014. In: Work and occupations, Jg. 45, H. 3, S. 313-345. DOI:10.1177/0730888418758381
Abstract
"The distinction between perceived job insecurity (workers' assessment of their likelihood of losing their job) and perceived labor market insecurity (workers' assessment of their ability to find another job similar to their current position) is important because the theoretical primacy of perceived job insecurity is diminished in the context of the risk regime, presenting a need for work that identifies whether the traditional factors of security still protect workers from feeling insecure. The author addresses this need by analyzing data from the Quality of Working Life module of the General Social Survey, which was asked of respondents in 2002, 2006, 2010, and 2014. The author finds that while characteristics of secure work are still associated with lower perceived job insecurity, most tend to increase perceived labor market insecurity. The author also finds that the Great Recession produced higher levels of perceived labor market insecurity. These findings suggest that jobs previously considered to be 'good' jobs such as government and union jobs may be more of a liability than an asset in the context of decreased employer - worker attachment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Was Blue-Collar-Worker motiviert (2018)
Manes, Steffen;Zitatform
Manes, Steffen (2018): Was Blue-Collar-Worker motiviert. In: Personalwirtschaft, Jg. 45, H. 6, S. 14-15.
Abstract
"Blue-Collar-Kandidaten machen rund drei Viertel des Arbeitsmarktes aus. Sie sind gefragt wie selten zuvor. Längst hat sich der Arbeitskräftemangel ausgedehnt und zahlreiche Berufsfelder von der Pflege über die Dienstleistungsbranche bis zur industriellen Fertigung erfasst. Mit dem 'Blue-Collar-Kompass' hat Mobilejob daher eine Marktforschungsreihe entwickelt, die sich den Berufsperspektiven dieser bisher wenig analysierten Zielgruppe widmet. Erste Erkenntnis: Nichtakademiker haben nicht ihren Traumjob, sind aber trotzdem hoch motiviert. Der Blue-Collar-Bereich war lange Zeit die große Unbekannte auf dem deutschen Arbeitsmarkt. Dabei haben zahlreiche Unternehmen gerade in diesem Segment Probleme, geeignete Mitarbeiter zu finden. Pflegekräfte, Callcenter-Agents, Servicemitarbeiter und Handwerker nahezu jeder Fachrichtung sind nur einige der Kräfte, die händeringend gesucht und viel zu selten gefunden werden. Ein Grund dafür: Die Marktforschung rund um die Karriereperspektiven der nicht akademischen Arbeitnehmer lag viel zu lange brach. Während Akademiker von der Gen Y bis zur Silver Generation schon fast bis hin zum gläsernen Kandidaten analysiert wurden, wissen viele Arbeitgeber kaum etwas über potenzielle Mitarbeiter aus dem Blue- Collar-Segment und sprechen sie daher oft mit den falschen Argumenten an. Der 'Blue-Collar-Kompass' schließt diese Wissenslücke. Zum Auftakt der Reihe wurden mehr als 1000 Kandidaten zu ihrer Jobmotivation befragt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Machtverschiebung in der digitalen Arbeitswelt: die Beschäftigten brauchen neue Rechte! (2018)
Schwemmle, Michael; Wedde, Peter;Zitatform
Schwemmle, Michael & Peter Wedde (2018): Machtverschiebung in der digitalen Arbeitswelt. Die Beschäftigten brauchen neue Rechte! (WISO direkt 2018,11), Bonn, 4 S.
Abstract
"Immer deutlicher verschieben sich im Zuge der Digitalisierung die Kräfteverhältnisse in der Arbeitswelt zulasten der Beschäftigten. Zwar werden politische Eingriffe und rechtliche Regulierungen seit Jahren gefordert - bisher aber ohne nennenswerten Erfolg. Bleiben sie weiterhin aus, steigen die Risiken der Entsicherung, der Entkollektivierung und der Entmächtigung menschlicher Arbeitskraft. Um das Machtgefüge in der digitalen Arbeitswelt wieder in eine ausgewogenere Balance zu bringen, muss der Gesetzgeber die Interessen der Beschäftigten unverzüglich durch angemessene und innovative Schutzmechanismen stärken." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job characteristics and experience as predictors of occupational turnover intention and occupational turnover in the European nursing sector (2018)
Van der Heijden, Beatrice I. J. M.; Peeters, Maria C. W.; Van Breukelen, J. Wim M.; Le Blanc, Pascale M. ;Zitatform
Van der Heijden, Beatrice I. J. M., 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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Literaturhinweis
Job insecurity and mental health in Canada (2018)
Watson, Barry; Osberg, Lars;Zitatform
Watson, Barry & Lars Osberg (2018): Job insecurity and mental health in Canada. In: Applied Economics, Jg. 50, H. 38, S. 4137-4152. DOI:10.1080/00036846.2018.1441516
Abstract
"Using six cycles of Canada's longitudinal National Population Health Survey data (2000 - 2001 to 2010 - 2011), this article examines the relationship between job insecurity and mental health. Job insecurity is evaluated in both subjective (perception of job insecurity) and objective (probability of joblessness) terms while mental health is measured using a standardized psychological distress index. Applying a person-specific fixed-effects estimator, results indicate that for males and females age 25-64, job insecurity, regardless of how it is measured, is associated with an increase in psychological distress. Results regarding unemployment are not as conclusive, suggesting that it is not so much the actual occurrence of job loss but the threat of unemployment that is associated with higher psychological distress. Estimates of the relationship between job insecurity and psychological distress using pooled ordinary least squares are much larger, implying that much of the psychological distress/job insecurity correlation may be due to unobservable fixed characteristics. All results are robust to the inclusion and exclusion of a host of other potential determinants including income-related variables, education, and various health measures." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Preference for the workplace, investment in human capital, and gender (2018)
Wiswall, Matthew; Zafar, Basit;Zitatform
Wiswall, Matthew & Basit Zafar (2018): Preference for the workplace, investment in human capital, and gender. In: The Quarterly Journal of Economics, Jg. 133, H. 1, S. 457-507. DOI:10.1093/qje/qjx035
Abstract
"We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
First fired, first hired? Business cycles and immigrant labor market transitions (2018)
Zitatform
Xu, Huanan (2018): First fired, first hired? Business cycles and immigrant labor market transitions. In: IZA journal of development and migration, Jg. 8, S. 1-36. DOI:10.1186/s40176-018-0127-5
Abstract
"Using individual-level Current Population Survey (CPS) data matched across adjacent months from 1996 to 2013, this paper examines immigrant-native differentials in labor market transitions to changes in the business cycle. The paper captures economic fluctuations by measuring deviations in local demand from national economic circumstances and examines monthly transitions among employment, unemployment, and nonparticipation. Immigrants are found to be first fired and first hired over the business cycle, and the aggregate unemployment gap is caused by immigrants' higher rates in the unemployment entry flow. Although to some extent the gap can be explained by variation in the immigrant-native's exposure to cycles across industry and occupation, the first fired and first hired pattern still holds. Tests for heterogeneity show that low-skilled immigrants are more vulnerable to the business cycle. Tests of the structural changes from the 2007-2009 Great Recession show that since its start, there was a secular shift in the transition probabilities that would affect all workers negatively, but cyclical volatility was mitigated for immigrants in the post-Great Recession period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Negotiating private life: consequences of early job insecurity and labour market exclusion for household and family formation (2017)
Zitatform
Ayllón, Sara (2017): Negotiating private life. Consequences of early job insecurity and labour market exclusion for household and family formation. (NEGOTIATE working paper 5.2), Oslo, 34 S.
Abstract
"This paper studies to what extent the job insecurity brought about by the Great Recession has had an impact on fertility decisions among young people across Europe. My results rely not only on objective measures of job insecurity such as the unemployment rate, the incidence of part-time work or the ratio of workers made redundant in their last job but also on individual's perceptions of job uncertainty. For example, I use the percentage of workers that declare to be looking for another job because they fear they will lose their current position or the ratio of unemployed that declare not to be seeking for work because they believe that there is none available. Main findings indicate that job insecurity is not unequivocally negatively related with fertility and that results vary by age group, gender, and especially, country cluster." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Modern working life: A blurring of the boundaries between secondary and primary labour markets? (2017)
Dekker, Fabian; Veen, Romke van der;Zitatform
Dekker, Fabian & Romke van der Veen (2017): Modern working life: A blurring of the boundaries between secondary and primary labour markets? In: Economic and Industrial Democracy, Jg. 38, H. 2, S. 256-270. DOI:10.1177/0143831X14563946
Abstract
"Today, there is a widespread suggestion that permanent workers are increasingly subject to precarious working conditions. Due to international competition and declining union density, job qualities of permanent workers are assumed to be under strain. According to proponents of a democratization of risk rationale, low job qualities that were traditionally attached to secondary labour markets are transferred to workers in primary segments of the labour market. In this study, the authors test this theoretical rationale among workers in 11 Western European economies, using two waves of the European Working Conditions Survey. The results do not confirm a democratization of labour market risk. Lower job qualities are highly associated with flexible employment contracts and highlight a clear gap between insiders and outsiders." (Author's abstract, IAB-Doku) ((en))