matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
Bargaining with Renegotiation in Models with On-the-Job Search (2026)
Gottfries, Axel;Zitatform
Gottfries, Axel (2026): Bargaining with Renegotiation in Models with On-the-Job Search. In: Review of Economic Dynamics, Jg. 61. DOI:10.1016/j.red.2026.101343
Abstract
"I present an on-the-job search model with bargaining and renegotiation in which turnover depends on the contracted wage. There is a unique monotone Markov equilibrium. The model encompasses elements of dynamic monopsony and rent sharing. Firms benefit from the reduced turnover associated with a higher wage and workers extract rents due to their bargaining power. Shorter wage contracts reduce the response of turnover to the contracted wage, reducing a firm’s willingness to increase pay, and thereby the worker’s equilibrium share of the match surplus. As renegotiation becomes continuous, linear surplus sharing is obtained. The model further generates spillover effects from minimum wages due to firms’ incentives to increase contracted wages to reduce turnover. These incentives, and therefore the spillovers, are weaker when wage contracts are shorter. Finally, I endogenize the frequency of renegotiation, and find that, generically, the equilibrium features infrequently renegotiated wages." (Author's abstract, IAB-Doku, © 2026 The Author(s). Published by Elsevier Inc.) ((en))
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Literaturhinweis
Berufseinsteiger*innen im Fokus: Unternehmen setzen auf Soft Skills und Künstliche Intelligenz (2026)
Hennrich, Jonas; Schaller, Daria;Zitatform
Hennrich, Jonas & Daria Schaller (2026): Berufseinsteiger*innen im Fokus: Unternehmen setzen auf Soft Skills und Künstliche Intelligenz. In: Ifo-Schnelldienst, Jg. 79, H. 01, S. 77-84.
Abstract
"Das ifo Institut befragt in Zusammenarbeit mit Randstad Deutschland quartalsweise deutsche HR-Abteilungen zu personalpolitisch relevanten Themen. Neben wiederkehrenden Standardfragen standen im vierten Quartal Berufseinsteiger*innen und die Bedeutung von Berufserfahrung im Fokus. Etwa ein Drittel der Unternehmen sieht Berufserfahrung inzwischen als stärkeres Einstellungskriterium, während die Mehrheit keinen Bedeutungszuwachs beobachtet. Bei Einsteiger*innen zählen vor allem Kommunikations- und Teamfähigkeit, gefolgt von Selbstorganisation und Verantwortungsbewusstsein. Außerdem gewinnt Künstliche Intelligenz (KI) an Bedeutung: Viele Unternehmen planen, KI bei typischen Einsteigeraufgaben einzusetzen, einen großflächigen Ersatz von Mitarbeitenden erwarten jedoch nur wenige. Die meisten Betriebe planen, die Zahl der Einstiegsstellen stabil zu halten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Teaching two-sided labor search theory to undergraduates: A model and some exercises (2026)
Loewy, Michael B.;Zitatform
Loewy, Michael B. (2026): Teaching two-sided labor search theory to undergraduates: A model and some exercises. In: The journal of economic education, Jg. 57, H. 1, S. 27-38. DOI:10.1080/00220485.2025.2549718
Abstract
"Although the Diamond-Mortensen-Pissarides (DMP) model originated roughly 40 years ago and its authors shared the 2010 Nobel Memorial Prize in Economic Sciences, their work is still absent from several recent editions of popular intermediate macroeconomics textbooks. In contrast, Stephen Williamson's textbook (2014, 2018) presents an early static version of the DMP model accessible to undergraduates. This article's author compensates for the topic's omission in some intermediate-level textbooks by discussing Williamson's static DMP model and presenting four additional exercises not covered in his main text: (1) a change in a vacancy's posting price; (2) an increase in workers' relative bargaining power; (3) the introduction of a minimum wage; and (4) the introduction of an endogenous unemployment insurance benefit. The latter exercise yields an interesting neutrality result." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Legitimizing Beauty in Hiring: An Analysis of Cultural Repertoires in Defense of Appearances as Selection Criteria (2026)
Zitatform
Vonk, Laura & Kobe De Keere (2026): Legitimizing Beauty in Hiring: An Analysis of Cultural Repertoires in Defense of Appearances as Selection Criteria. In: Work and occupations, Jg. 53, H. 2, S. 545-575. DOI:10.1177/07308884251362257
Abstract
"This article builds upon the body of literature confirming that aesthetics matter for finding work by investigating how gatekeepers reflect on the relevance of appearances in their evaluations of job candidates. Starting from the notion that in hiring the relevance of appearance conflicts with ideals of meritocracy and fairness, we seek to understand how gatekeepers solve this dispute and how they morally legitimize the importance of aesthetics. The analyses are based on in-depth interviews with 40 employee gatekeepers from the cultural (n = 17) and corporate (n = 23) sector, and show that although the gatekeepers problematize the importance of beauty, they do acknowledge that it plays a role in their evaluations. Three cultural repertoires for solving this contradiction and for legitimizing appearances as a hiring criterion are discerned from the data: (1) beauty as a business case; (2) appearances express personality; (3) looking right is a matter of effort. What the gatekeepers try to do is to come to a hiring decision using evaluation criteria that can be considered contextually legitimate. Yet, this can lead to applying evaluation criteria and, more structurally, labor market outcomes that they find morally problematic. This study highlights the relevance of cultural repertoires in processes of legitimation for understanding reproductions of inequalities related to appearances." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When an Accountant Becomes a Taxi Driver: Unemployment, Labor Market Institutions, and Economic Theory (2025)
Benanav, Aaron;Zitatform
Benanav, Aaron (2025): When an Accountant Becomes a Taxi Driver: Unemployment, Labor Market Institutions, and Economic Theory. In: History of political economy, Jg. 57, H. S1, S. 81-110. DOI:10.1215/00182702-12134470
Abstract
"This article reconstructs the history of how economists came to understand unemployment as a distinct category and how that understanding transformed over time. In the early twentieth century, governments regulated access to unemployment benefits and established labor market protections, drawing sharper boundaries between employment and unemployment. Historians have shown that these boundaries were politically constructed, but economic theory largely treated them as given. Postwar Keynesian models assumed that unemployment was a temporary and measurable condition between spells of stable, high-wage work. However, that assumption rested on a historically specific labor market structure that began to unravel in the 1970s and 1980s. As stable jobs contracted, more workers cycled through precarious employment rather than remaining fully unemployed or finding new stable work. Economic theory responded with new models focused on individual incentives and firm behavior, but these also tended to treat emerging patterns as evidence of how unemployment had always functioned, rather than as signs of a shifting institutional landscape. By tracing how the category of unemployment was constructed and transformed—and how economists responded to those shifts—this article shows how changes in institutional context shape the development of economic thought itself." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Applications and Labor Market Flows (2025)
Zitatform
Birinci, Serdar, Kurt See & Shu Lin Wee (2025): Job Applications and Labor Market Flows. In: The Review of Economic Studies, Jg. 92, H. 3, S. 1438-1496. DOI:10.1093/restud/rdae064
Abstract
"Job applications have risen over time, yet job-finding rates remain unchanged. Meanwhile, separations have declined. We argue that increased applications raise the probability of a good match rather than the probability of job-finding. Using a search model with multiple applications and costly information, we show that when applications increase, firms invest in identifying good matches, reducing separations. Concurrently, increased congestion and selectivity over which offer to accept temper increases in job-finding rates. Our framework contains testable implications for changes in offers, acceptances, reservation wages, applicants per vacancy, and tenure, objects that enable it to generate the trends in unemployment flows." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search under changing labour taxes (2025)
Zitatform
Bryson, Alex & Harald Dale-Olsen (2025): Job search under changing labour taxes. In: Labour Economics, Jg. 95. DOI:10.1016/j.labeco.2025.102750
Abstract
"Workers’ job mobility decisions are related to firms’ wage policies but also depend on tax schedules. Using Norwegian population-wide administrative linked employer-employee data for 2010–2019, we study how the job-to-job turnover of employees is affected by marginal taxes and firms’ pay policies, thus drawing inferences on job search behaviour. By paying higher wages, job-to-job separation rates drop, but this negative relationship is weakened when income taxes increase, consistent with higher taxes reducing search activity. However, consistent with theory, the tax effect is smaller where workers receive performance bonuses." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
Search, Screening, and Sorting (2025)
Zitatform
Cai, Xiaoming, Pieter Gautier & Ronald Wolthoff (2025): Search, Screening, and Sorting. In: American Economic Journal. Macroeconomics, Jg. 17, H. 3, S. 205-236. DOI:10.1257/mac.20240026
Abstract
"We examine how search frictions impact labor market sorting by constructing a model consistent with evidence that employers interview a subset of a pool of applicants. We derive necessary and sufficient conditions for sorting in applications and matches. Positive sorting is obtained when production complementarities outweigh a counterforce measured by a (novel) quality-quantity elasticity. Interestingly, the threshold for the complementarities depends on the fraction of high-type workers and can be increasing in the number of interviews. Our model shows how policies like Ban the Box can backfire because when screening workers becomes harder, firms may discourage certain workers from applying." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm Pay and Worker Search (2025)
Caldwell, Sydnee; Haegele, Ingrid; Heining, Jörg;Zitatform
Caldwell, Sydnee, Ingrid Haegele & Jörg Heining (2025): Firm Pay and Worker Search. (IAB-Discussion Paper 04/2025), Nürnberg, 141 S. DOI:10.48720/IAB.DP.2504
Abstract
"Ob und wie Arbeitnehmer am Arbeitsplatz suchen, hängt von ihren Vorstellungen über die Bezahlung und die Arbeitsbedingungen in anderen Unternehmen ab. Dennoch ist wenig darüber bekannt, wie viel Arbeitnehmer tatsächlich über die Arbeitsentgelte außerhalb ihrer aktuellen Beschäftigung Bescheid wissen. Wir nutzen eine groß angelegte Umfrage unter deutschen Vollzeitbeschäftigten, welche mit Sozialversicherungsdaten verknüpft wurde, um Gehaltserwartungen und Präferenzen gegenüber bestimmten externen Unternehmen zu ermitteln. Arbeitnehmer glauben, dass sie mit erheblicher Heterogenität hinsichtlich der Vergütung bei anderen Unternehmen konfrontiert sind und richten ihre Suche nach einem neuen Arbeitsplatz auf Unternehmen aus, von denen sie ausgehen, dass diese mehr bezahlen. Die von den Arbeitnehmern erwarteten unternehmensspezifischen Lohnaufschläge korrelieren sowohl stark mit den Vergütungsschemata, die sich anhand von administrativen Daten zeigen, als auch mit der Würdigung von firmenspezifischer Annehmlichkeiten. Die meisten Arbeiter sind auch bei einer erheblichen Erhöhung des Gehalts nicht bereit, sich einen neuen Job zu suchen – oder ihr derzeitiges Unternehmen zu verlassen. Die Kosten eines Jobwechsel betragen zwischen 7 und 18 Prozent des Jahreslohns eines Arbeitnehmers. Die Zugehörigkeit zu einem Arbeitgeber variiert je nach Arbeitgeber und kann nicht anhand von Unterschieden in firmenspezifischen Annehmlichkeiten oder den Kosten des Jobwechsels erklärt werden." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Heining, Jörg; -
Literaturhinweis
Search and multiple jobholding (2025)
Zitatform
Lalé, Etienne (2025): Search and multiple jobholding. In: Economic Theory, Jg. 80, H. 3, S. 891-939. DOI:10.1007/s00199-025-01647-3
Abstract
"This paper develops an equilibrium model of the labor market that incorporates hours worked, off- and on-the-job search, and both single and multiple jobholders. Central to the model’s mechanism is that taking on a second job ties the worker to her primary employer, while simultaneously providing the worker with a stronger outside option when bargaining with the secondary employer. The model quantitatively accounts for both the incidence of multiple jobholding and worker flows in and out of second jobs. It also sheds light on how multiple jobholding shapes outcomes that are typically the focus of search models. Multiple jobholding has opposing effects on job-to-job transitions, which largely offset each other. At the same time, the option of holding second jobs extends the survival of a worker’s main job, thereby reducing job separations and increasing the employment rate. These findings have significant implications for calibrating standard search models that ignore multiple jobholding." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Homeownership and (un)employment: Search theory and empirical evidence from a system GMM (2025)
Zitatform
Lisi, Gaetano (2025): Homeownership and (un)employment: Search theory and empirical evidence from a system GMM. In: Economics Bulletin, Jg. 45, H. 4, S. 1723-1734.
Abstract
"This paper suggests that the sign of the relation between homeownership and (un)employment changes according to both the type of homeowner and the market considered. In the housing market, employment positively affects homeownership with a mortgage (home search), whereas, in the labour market, outright homeownership negatively affects employment (job search). A panel analysis (on 27 European countries for the period 2014-2023) confirms the theoretical hypotheses. An augmented Generalized Method of Moments (GMM) version, known as “system GMM”, is used to tackle endogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Immobile Incumbent Problem in a Model of Short-Term Wage-Posting (2025)
Zitatform
Manning, Alan (2025): The Immobile Incumbent Problem in a Model of Short-Term Wage-Posting. In: German Economic Review, Jg. 26, H. 4, S. 315-360. DOI:10.1515/ger-2024-0127
Abstract
"This paper takes the canonical Burdett-Mortensen model of wage-posting and relaxes the assumption that wages are set once-for-all, instead assuming they can only be committed one period at a time. It derives a closed-form solution for a steady-state Markov Rank-Preserving Equilibrium and shows how this relates to the canonical model and performs some comparative statics on it. But it is shown that a Rank-Preserving Equilibrium may fail to exist because employers have more monopsony power over existing workers than new recruits and that this non-existence can be a problem for plausible parameter values. It is shown how a Rank-Inverting Equilibrium may exist. It is argued that this problem is likely to occur in a wide range of search models." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Testing for wage-specific search intensity (2025)
Zitatform
Rendon, Silvio (2025): Testing for wage-specific search intensity. In: Journal for labour market research, Jg. 59. DOI:10.1186/s12651-024-00389-4
Abstract
"Most job search intensity models assume uniform search effort across all potential wage offers. I depart from this conventional assumption by proposing that agents allocate wage-specific search intensity, strategically avoiding effort on low-paying, unacceptable jobs or high-paying, improbable ones. This alternative model generates wage distributions at acceptance that differ markedly from the truncated distributions typical of models with constant arrival rates for wage offers. I leverage these distinct empirical predictions to develop two new nonparametric tests, applied to NLSY97 data, both of which reject the hypothesis of constant search intensity across wages. Furthermore, I estimate the structural parameters identifiable in each model, revealing that wage-specific search leads to greater total search effort, faster transitions into the upper tail of the wage distribution, and ultimately higher accepted wages—more than a 25% increase following unemployment. For low wages, the classic random search model delivers a fair replication of the actual data, but for higher wages targeted search is better. Wage-specific search suggests that job seekers not only need to search more, but also search better. This insight has important implications for employment policy, particularly in promoting job search literacy among the unemployed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Location choice when the number of jobs matters: Matching in spatial equilibrium (2025)
Zitatform
Venables, Anthony J. (2025): Location choice when the number of jobs matters: Matching in spatial equilibrium. (CEP discussion paper / Centre for Economic Performance 2087), London, 22 S.
Abstract
"The idea that people want to go to where the jobs are is intuitive yet is absent from the standard quantitative spatial modelling approach in which location choices are guided by prices, without reference to quantities (the number of jobs in a place). The purpose of this paper is to fill this gap by making jobs, as well as places, the objects of household choice. This involves minor change to the modelling approach used in the literature and provides a simple description of labour market matching. Similar modification of the modelling of firms’ location choices captures the idea that these are shaped by both wage costs and the availability of workers with appropriate skill. These modifications yield powerful agglomeration forces, as workers’ location choices become positively influenced by the number of jobs in a place, and firms’ decision are shaped by the number of workers with appropriate skills. Results are established analytically and in a regional model in which the equilibrium distributions of workers and sectors are demonstrated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Optimal unemployment insurance with multiple applications (2025)
Wee, Shu Lin;Zitatform
Wee, Shu Lin (2025): Optimal unemployment insurance with multiple applications. In: Journal of monetary economics, Jg. 154. DOI:10.1016/j.jmoneco.2025.103798
Abstract
"This paper examines how unemployment transfers should be allocated over the business cycle. When risk-averse workers can submit multiple applications, the optimal UI policy is countercyclical. In contrast, optimal policy in a standard search model featuring one-to-one matching is procyclical. In the latter, more generous UI during a downturn discourages search effort, dampening job creation. In the former, decreased search effort aids job creation. Because firms cannot coordinate and commit to not making the same worker an offer, lower search effort by reducing the number of applications sent mitigates this coordination friction. This in turn boosts job creation incentives, supporting employment outcomes." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Labor Demand on a Tight Leash (2024)
Zitatform
Bossler, Mario & Martin Popp (2024): Labor Demand on a Tight Leash. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16837), Bonn, 99 S.
Abstract
"We develop a labor demand model that encompasses pre-match hiring cost arising from tight labor markets. Through the lens of the model, we study the effect of labor market tightness on firms’ labor demand by applying novel shift-share instruments to the universe of German firms. In line with theory, we find that a doubling in tightness reduces firms’ employment by 5 percent. Taking into account the resulting search externalities, the wage elasticity of firms’ labor demand reduces from -0.7 to -0.5 through reallocation effects. In light of our results, pre-match hiring cost amount to 40 percent of annual wage payments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The cyclicality of on-the-job search (2024)
Zitatform
Bransch, Felix, Samreen Malik & Benedikt Mihm (2024): The cyclicality of on-the-job search. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102517
Abstract
"On-the-job search is increasingly recognized as an important potential driver of labor market dynamics over the business cycle. Using the UK Labor Force Survey, we find robust empirical evidence that on-the-job search is countercyclical and that the cyclical fluctuations have important repercussions for labor market dynamics. We also find that the cyclical pattern is not explained by precautionary search motives but rather appears to be driven by job-ladder-motivated searches. This finding is surprising because, as we confirm, the expected returns to on-the-job search are procyclical. We find evidence that three features of search behavior may contribute to this finding: greater search effort in response to lower job-to-job transition probabilities, a prevalence of non-pecuniary motivated searches that are less affected by lower expected wage gains, and procyclicality in average match quality, which has a significant impact on the search behavior of new hires over the business cycle." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Effect of Wealth on Worker Productivity (2024)
Zitatform
Eeckhout, Jan & Alireza Sepahsalari (2024): The Effect of Wealth on Worker Productivity. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1584-1633. DOI:10.1093/restud/rdad059
Abstract
"We propose a theory that analyzes how a workers’ asset holdings affect their job productivity. In a labor market with uninsurable risk, workers choose to direct their job search trading off productivity and wages against unemployment risk. Workers with low asset holdings have a precautionary job search motive, they direct their search to low productivity jobs because those offer a low risk at the cost of low productivity and a low wage. Our main theoretical contribution shows that the presence of consumption smoothing can reconcile the directed search model with negative duration-dependence on wages, a robust empirical regularity that the canonical directed search model cannot rationalize. We calibrate the infinite horizon economy and find this mechanism to be quantitatively important. We evaluate a tax financed unemployment insurance (UI) scheme and analyze how it affects welfare. Aggregate welfare is inverted U-shaped in benefits: the insurance effect UI dominates the incentive effects for low levels of benefits and vice versa for high benefits. In addition, when UI increases, total production falls in the economy while worker productivity increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker mobility and UI extensions (2024)
Zitatform
Goensch, Johannes, Andreas Gulyas & Ioannis Kospentaris (2024): Worker mobility and UI extensions. In: European Economic Review, Jg. 162. DOI:10.1016/j.euroecorev.2024.104672
Abstract
"We develop an equilibrium search model with a labor force participation decision, job-to-job transitions, and endogenous separations. The calibrated model perfectly matches the observed labor market flows in US data. We use the model to simulate the effects of an extension of unemployment insurance benefits to 99 weeks. The reform leads to a decrease in employment, an increase in the labor force participation and unemployment rate, while it leaves labor productivity roughly constant. Using a model-based decomposition, as well as comparisons with alternative simplified models, we show that modeling workers’ participation decisions, job-to-job transitions, and endogenous separations together is crucial for a complete and accurate analysis of UI reforms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Welfare Impact of Reemployment Bonuses (2024)
Komatsu, Katsuhiro;Zitatform
Komatsu, Katsuhiro (2024): The Welfare Impact of Reemployment Bonuses. (SSRN papers), Rochester, NY, 39 S. DOI:10.2139/ssrn.4534315
Abstract
"This paper investigates the welfare impact of reemployment bonuses in a dynamic job search model. Reemployment bonuses, monetary incentives offered to workers who obtain employment, may mitigate the moral hazard in unemployment insurance (UI) while preserving consumption smoothing. Using a sufficient statistics approach, I first show the substantial positive impact of reemployment bonuses on welfare given the current level of UI benefits. Then, by using a quantitative model of job search, consumption, and saving, I study the optimal combination of UI benefits and reemployment bonuses. I find that the optimal UI benefit level is higher when reemployment bonuses are incorporated. Compared to the welfare gain achieved by implementing only the optimal level of UI benefits, the optimal combination of UI benefits and reemployment bonuses achieves a 56 percent larger welfare gain." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
On the Job Search and Business Cycles (2024)
Zitatform
Moscarini, Giuseppe & Fabien Postel-Vinay (2024): On the Job Search and Business Cycles. In: Revue economique, Jg. Vol. 51, H. 1, S. 73-112. DOI:10.3917/reco.751.0073
Abstract
"We propose a highly tractable way of analyzing business cycles in an environment with random job search both off- and on-the-job (OJS). Heterogeneity in productivity across jobs generates a job ladder. Firms Bertrand-compete for employed workers, as in the Sequential Auctions protocol of Postel-Vinay and Robin [2002]. We identify three channels through which OJS amplifies and propagates aggregate shocks: 1) a higher estimated elasticity of the matching function when allowing for OJS; 2) the differential returns to hiring employed and unemployed job applicants, whose proportions naturally vary over the business cycle; 3) the slow reallocation of workers through OJS across rungs of the job ladder, generating endogenous, slowly evolving opportunities for further poaching, which feed back on job creation incentives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data (2024)
Zitatform
Mueller, Andreas I., Damian Osterwalder, Josef Zweimüller & Andreas Kettemann (2024): Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1807-1841. DOI:10.1093/restud/rdad051
Abstract
"This article explores the relationship between the duration of a vacancy and the starting wage of a new job, using linked data on vacancies, the posting establishments, and the workers eventually filling the vacancies. The unique combination of large-scale, administrative worker, establishment, and vacancy data is critical for separating establishment- and job-level determinants of vacancy duration from worker-level heterogeneity. Conditional on observables, we find that vacancy duration is negatively correlated with the starting wage and its establishment component, with precisely estimated elasticities of −0.07 and −0.21, respectively. While the negative relationship is qualitatively consistent with search-theoretic models where firms use the wage as a recruiting device, these elasticities are small, suggesting that firms’ wage policies can account only for a small fraction of the variation in vacancy filling across establishments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Destabilizing search technology (2024)
Potter, Tristan;Zitatform
Potter, Tristan (2024): Destabilizing search technology. In: Journal of monetary economics, Jg. 145. DOI:10.1016/j.jmoneco.2024.103557
Abstract
"Modern job search technologies enable job seekers to monitor the arrival of newly posted vacancies. This paper conceptualizes search as a monitoring decision and shows that monitoring technologies give rise to a novel source of strategic complementarities in search and can thus lead to potentially destabilizing multiplicity of equilibria. The model provides a theory of belief-driven fluctuations in labor supply that can permanently shift the path of the economy, and offers an explanation for persistently weak wage growth despite low unemployment during the recovery from the Great Recession." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes (2024)
Zitatform
Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Michael Eid & Mario Lawes (2024): Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17347), Bonn, 29 S.
Abstract
"We ran a field experiment to causally identify the effects of intense survey participation on key labor market outcomes. We randomly excluded individuals willing to sign up for the German Job Search Panel, a high-frequency survey with a focus on job search and wellbeing. Using administrative data on labor market outcomes (e.g., employment, earnings), we find that, on average, survey participation had no effect on labor market outcomes during the year after signing up. Furthermore, there is no strong heterogeneity across subgroups. Overall, this is good news for the validity of survey-based research involving labor market outcomes. We also demonstrate that a comparison of individuals signing up for the survey with individuals not responding to the invitation could have been misleading. Even when controlling for a wide range of observable characteristics, survey participation and the subsequent take up of training programs correlate significantly. This speaks to the importance of experimental research designs in our context." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search intensity and wage rigidity in business cycles (2024)
Zitatform
Uemura, Yuki (2024): Job search intensity and wage rigidity in business cycles. In: Journal of macroeconomics, Jg. 82. DOI:10.1016/j.jmacro.2024.103624
Abstract
"Search intensity, as well as the aggregate economic condition, is a crucial factor that determines unemployed workers’ success in job searches. Their search intensity is predicted to be procyclical in standard search and matching models. However, many empirical studies show that search intensity is countercyclical. This study examines the job search behavior of unemployed workers over business cycles using a search and matching model that incorporates wage rigidity and a generalized matching function. Unlike previous studies, the proposed model can generate both procyclical and countercyclical search intensities by introducing wage rigidity. This study calibrates the model to the U.S. economy and provides various impulse response analyses. The numerical exercises show that the model successfully and simultaneously reproduces countercyclical search efforts and sizable labor market fluctuations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Partially directed search in the labor market (2024)
Wu, Liangjie;Zitatform
Wu, Liangjie (2024): Partially directed search in the labor market. In: Journal of Economic Theory, Jg. 220. DOI:10.1016/j.jet.2024.105858
Abstract
"I study the labor market implications of an equilibrium search model with flexible degrees of information availability, which nests the random and directed search models as special cases. Workers have limited information about the payoffs of applying to different firms. Firms use wages to attract workers and mediate externalities among applicants. Limited information interacts with the allocative role of wages, leading to new predictions. Reducing information friction has non-monotonic impacts on efficiency. When the cost of acquiring information is low (high), alleviating the information friction reduces (exacerbates) the distortion in the market equilibrium. I then apply this model to discuss the implications of improvements in information technology and the spillover effects among workers in the labor market." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
What does job applicants' body art signal to employers? (2023)
Zitatform
Baert, Stijn, Jolien Herregods & Philippe Sterkens (2023): What does job applicants' body art signal to employers? (Working paper / Ghent University. Faculty of Economics and Business Administration 2023,1072), Gent, 30 S.
Abstract
"In this study, we present a state-of-the-art scenario experiment which, for the first time in the literature, directly measures the stigma surrounding job candidates with tattoos and piercings using real recruiters. We find that job candidates with body art are perceived as less pleasant to work with, less honest, less emotionally stable, less agreeable, less conscientious and less manageable. This goes hand in hand with lower hireability for men with body art but not for women. Compared to candidates who reveal obesity, a characteristic we also randomise, those with body art score better overall in terms of hireability and rated personality, similar in terms of rated taste to collaborate but worse in terms of rated direct productivity drivers." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA Discussion Papers, 16311 -
Literaturhinweis
Labor economics (2023)
Zitatform
Borjas, George J. (2023): Labor economics. New York: MacGraw-Hill, 494 S.
Abstract
"Labor Economics, ninth edition by George J. Borjas provides a modern introduction to labor economics, surveying the field with an emphasis on both theory and facts. Labor Economics is thoroughly integrated with the adaptive digital tools available in McGraw-Hill’s Connect, proven to increase student engagement and success in the course. All new Data Explorer questions using data simulation to help students grasp concepts Materials are fresh and up to date by introducing and discussing the latest research studies where conceptual or empirical contributions have increased our understanding of the labor market. The book has undergone Diversity, Equity, and Inclusion reviews to implement content around topics including generalizations and stereotypes, gender, abilities/disabilities, race/ethnicity, sexual orientation, diversity of names, and age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Demand on a Tight Leash (2023)
Zitatform
Bossler, Mario & Martin Popp (2023): Labor Demand on a Tight Leash. (LASER discussion papers 143), Erlangen, 77 S. DOI:10.48720/IAB.DP.2302
Abstract
"In diesem Aufsatz stellen wir ein Arbeitsnachfrage-Modell auf, das Einstellungskosten berücksichtigt, die aufgrund eines angespannten Arbeitsmarktes bei der Besetzung offener Stellen anfallen. Darauf aufbauend schätzen wir den Effekt der Arbeitsmarktanspannung auf die betriebliche Arbeitsnachfrage, indem wir neuartige Bartik-Instrumente sowie administrative Beschäftigungsdaten für Deutschland heranziehen. Im Einklang mit der Theorie deuten die IV-Ergebnisse darauf hin, dass ein zehnprozentiger Anstieg der Arbeitsmarktanspannung die betriebliche Beschäftigung um rund 0,5 Prozent reduziert. Außerdem zeigt sich, dass die betriebliche Lohnelastizität der Arbeitsnachfrage durch Einbeziehung von Suchexternalitäten auf der aggregierten Ebene von -0,7 auf -0,5 sinkt. In Bezug auf die Einführung des gesetzlichen Mindestlohns im Jahr 2015 implizieren die Elastizitäten nur geringfügig negative Beschäftigungseffekte, was die Ergebnisse empirischer Ex-Post-Evaluationen widerspiegelt. Darüber hinaus führte die Verdoppelung der Arbeitsmarktanspannung in Deutschland zwischen 2012 und 2019 zu einer Verringerung des Beschäftigungswachstums um rund 1,1 Millionen Arbeitsplätze." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Inefficient Labor Market Sorting (2023)
Zitatform
Eckel, Carsten & Stephen R. Yeaple (2023): Inefficient Labor Market Sorting. (Discussion paper / Rationality & Competition, CCR TRR 190 437), München ; Berlin, 47 S.
Abstract
"A growing empirical literature attributes much of the productivity advantages of large, "superstar" firms to their adoption of best practice management techniques that allow them to better identify and use talented workers. The reasons for the incomplete adoption of these "structured management practices" and their welfare implications are not well understood. This paper provides a positive and normative analysis of these issues in a theoretical framework in which structured management practices induce sorting of talent across firms. Incomplete adoption arises because worker talent is in limited supply. In equilibrium there is excessive adoption of structured management practices and too much sorting of talented workers into large firms. In this second-best environment, policy changes that favor large firms, such as trade liberalization, have the potential to lower welfare." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why Personal Ties (Still) Matter: Referrals and Congestion (2023)
Mylius, F.;Zitatform
Mylius, F. (2023): Why Personal Ties (Still) Matter: Referrals and Congestion. (Cambridge working papers in economics 2356), Cambridge, 21 S.
Abstract
"The internet has reduced search costs significantly, making it much easier to apply for a large number of jobs. In spite of that, the share of jobs found through personal contacts has remained stable over the past decades. My theoretical framework explores a new channel that makes referred candidates favorable for firms: a higher likelihood to accept a job offer. This trait becomes particularly advantageous whenever firms face large uncertainty over whether their candidates would accept their job offer. As we see, if search barriers vanish and workers apply to more firms, a referred candidate expects to face more competitors. On the other hand, with more applications being sent out, workers are, on average, less interested in each firm they apply to, which makes referred candidates stand out more. This means the chances of getting a job offer through a referral can increase if competing workers send out more applications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage-Specific Search Intensity (2023)
Zitatform
Rendon, Silvio (2023): Wage-Specific Search Intensity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15971), Bonn, 32 S.
Abstract
"I propose a model in which agents decide on job search intensity for each possible wage, unlike the usual setup of constant search intensity over wage draws. The proposed framework entails efficiency gains in that agents do not waste effort to searching for low paying unacceptable jobs or less offered high paying jobs. The proposed framework generates accepted wages distributions that differ substantially from the truncated distributions stemming from the usual setup. These different empirical implications are exploited for building two nonparametric tests, which reject constant search intensity over wages, using NLSY97 data. I further estimate the identifiable structural parameters of the two models resulting in better fit for the wage-specific setup. I quantify the increased effectiveness of wage-specific search in more total search intensity, faster transitions to the upper tail of the wage distribution, and higher wages, in particular, more than 25% increase in accepted wages after unemployment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Consumption Commitments and Unemployment Insurance (2023)
Segovia, Javier López;Zitatform
Segovia, Javier López (2023): Consumption Commitments and Unemployment Insurance. (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 458), Bonn, 49 S.
Abstract
"Households allocate around 40% of their budget to goods and services that are difficult to adjust, such as rents, mortgages, or mobile plans, which are called “commitments”. Only about 11% of households adjust the consumption of these goods every quarter. Commitments imply monthly payments that are hard to avoid and make employment and income fluctuations more costly. This paper analyzes the role of unemployment insurance in the presence of commitments using a heterogeneous agents search model with incomplete markets and unemployment shocks. The model is calibrated to the US data and matches key features of the US labor market. Using this framework, we show that the existence of commitment goods amplifies the effects of unemployment insurance on search effort and unemployment duration. Commitments also induce households to build larger precautionary savings. Morover, we show that welfare gains from elimating UI increase from 3.4% to 4.2% when commitments are considered. The optimal replacement rate is 57% in the benchmark economy, higher than the current US policy (50%)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Who Set Your Wage? (2022)
Zitatform
Card, David (2022): Who Set Your Wage? (NBER working paper 29683), Cambridge, Mass, 30 S. DOI:10.3386/w29683
Abstract
"I discuss the recent literature that has led to new interest in the idea of monopsonistic wage setting. Building on advances in search theory and in models of differentiated products, researchers have used a number of different strategies to identify the elasticity of firm-specific labor supply. A growing consensus is that firms have some wage-setting power, though many questions remain about the sources of that power." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evidence on Job Search Models from a Survey of Unemployed Workers in Germany (2022)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2022): Evidence on Job Search Models from a Survey of Unemployed Workers in Germany. In: The Quarterly Journal of Economics, Jg. 137, H. 2, S. 1181-1232., 2021-09-11. DOI:10.1093/qje/qjab039
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice (2022)
Zitatform
Folger, Nicholas, Prisca Brosi, Jutta Stumpf-Wollersheim & Isabell M. Welpe (2022): Applicant Reactions to Digital Selection Methods. A Signaling Perspective on Innovativeness and Procedural Justice. In: Journal of Business and Psychology, Jg. 37, H. 4, S. 735-757. DOI:10.1007/s10869-021-09770-3
Abstract
"Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N = 475) and one retrospective field study among actual job applicants (N = 335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg (2022)
Zitatform
Gutfleisch, Tamara & Robin Samuel (2022): Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg. In: Journal for labour market research, Jg. 56. DOI:10.1186/s12651-022-00327-2
Abstract
"Firms in border regions typically deal with heterogeneous applicant pools that include both (foreign) domestic workers and cross-border commuters. However, we know little about recruiters’ workforce needs and hiring practices in cross-border labour markets. Based on a survey of real recruiters in Luxembourg, this study presents experimental and qualitative findings on the role of country of residence in recruiters’ hiring intentions against foreigners. Luxembourg presents a rarely studied but highly relevant case for hiring practices owing to a combination of a strong economy, strict labour market regulations, and a transnational workforce. Drawing on data from a factorial survey experiment, we found no discrimination against Portuguese and French applicants living in Luxembourg. Yet, (highly skilled) cross-border workers from France and Germany faced disadvantages regarding recruiters’ hiring intentions. However, differences in effect sizes between foreigners and cross-border workers were small and not statistically significant. When further asked about the potential challenges of recruiting in Luxembourg’s cross-border labour market, respondents expressed concerns about flexibility, poor social fit, and cultural differences in hiring foreign and cross-border employees. Overall, our study provides further points of reference for studies on hiring intentions in cross-border labour markets across Europe." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Labour search with endogenous outside option (2022)
Zitatform
Jain, Ritesh & Srinivasan Murali (2022): Labour search with endogenous outside option. In: Economics Bulletin, Jg. 42, H. 2, S. 1092-1102.
Abstract
"We incorporate the extended version of Nash bargaining proposed by Vartiainen (2007) in a standard labour search and matching model to endogenously determine the outside option of workers along with their wages. We find that the optimal outside option of a worker under this framework is zero and this equilibrium maximizes social welfare when the economy is constrained efficient." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Business cycle asymmetries and the labor market (2022)
Zitatform
Kohlbrecher, Britta & Christian Merkl (2022): Business cycle asymmetries and the labor market. In: Journal of macroeconomics, Jg. 73. DOI:10.1016/j.jmacro.2022.103458
Abstract
"This paper shows that a search and matching model with idiosyncratic training cost shocks can explain the asymmetric movement of the job-finding rate over the business cycle and the decline of matching efficiency in recessions. Large negative aggregate shocks move the hiring cutoff into a part of the training cost distribution with higher density. The position of the hiring cutoff in the distribution is disciplined by the empirical elasticity of the job-finding rate with respect to market tightness. Our model explains a large fraction of the matching efficiency decline during the Great Recession and generates state-dependent effects of policy interventions." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Nonlinear Search and Matching Explained (2021)
Bernstein, Joshua; Throckmorton, Nathaniel; Richter, Alexander W.;Zitatform
Bernstein, Joshua, Alexander W. Richter & Nathaniel Throckmorton (2021): Nonlinear Search and Matching Explained. (Working paper / Federal Reserve Bank of Dallas, Research Department 2106), Dallas, TX, 28 S. DOI:10.24149/wp2106
Abstract
"Competing explanations for the sources of nonlinearity in search and matching models indicate that they are not fully understood. This paper derives an analytical solution to a textbook model that highlights the mechanisms that generate nonlinearity and quantifies their contributions. Procyclical variation in the matching elasticity creates nonlinearity in the job finding rate, which interacts with the law of motion for unemployment. These results show the matching function choice is not innocuous. Quantitatively, the Den Haan et al. (2000) matching function more than doubles the skewness of unemployment and welfare cost of business cycles, compared to the Cobb-Douglas specification." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employer Search Behavior: Reasons for Internal Hiring (2021)
Zitatform
Bertheau, Antoine (2021): Employer Search Behavior: Reasons for Internal Hiring. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102064
Abstract
"This article studies reasons for internal hiring, i.e., re-assigning or promoting an employee instead of recruiting an external candidate. We exploit a representative survey of establishments covering all European Union countries to measure employers' search for internal candidates. Internal search is a widespread practice: 66% of establishments typically search internally. The accumulation of specific skills and the provision of incentives for employees are the main advantages of hiring internally in the theoretical literature. Ordered probit estimates show that on-the-job training and internal search are positively associated. On the contrary, incentive schemes such as variable pay are not associated with employer search. These results help to assess competing theories, and in particular, suggest that specific human capital is an important driver of internal hiring. Finally, we uncover two interesting facts that need further research: internal hiring is less likely in service firms and in non-competitive product markets." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
"Are you in the right job?" Human Capital Mismatch in the UK (2021)
Zitatform
Galanakis, Yannis (2021): "Are you in the right job?" Human Capital Mismatch in the UK. (GLO discussion paper / Global Labor Organization 976), Essen, 58 S.
Abstract
"This paper examines a problem of worker misallocation into jobs. A theoretical model, allowing for heterogeneous workers and firms, shows that job search frictions generate mismatch between employees and employers. In the empirical analysis, the British Household Panel Survey (BHPS), the UK household Longitudinal Study (UKHLS) and British Cohort Study 1970 (BCS70) data are used to measure the incidence of mismatch, how it changes over time and whether it can be explained by unobserved ability. Results show that (i) the incidence of mismatch increases after the Great Recession. (ii) Individual transitions to/from matching take place due to workers' occupational mobility and over-time skills development. (iii) Employees can find better jobs or their mobility occurs earlier than the aggregate change of skills. (iv) Controlling for individual heterogeneity, measured by cognitive and non-cognitive skill test scores throughout childhood, does not decrease the incidence of mismatch. This suggests that unobserved productivity does not generate mismatch in the labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment Insurance and Job Search Behavior (2021)
Zitatform
Marinescu, Ioana & Daphné Skandalis (2021): Unemployment Insurance and Job Search Behavior. In: The Quarterly Journal of Economics, Jg. 136, H. 2, S. 887-931. DOI:10.1093/qje/qjaa037
Abstract
"How does unemployment insurance (UI) affect unemployed workers’ search behavior? Search models predict that until benefit exhaustion, UI depresses job search effort and increases reservation wages. Over an unemployment spell, search effort should increase up to benefit exhaustion and stay high thereafter. Meanwhile, reservation wages should decrease up to benefit exhaustion and stay low thereafter. To test these predictions, we link administrative registers to data on job search behavior from a major online job search platform in France. We follow over 400,000 workers, as long as they remain unemployed. We analyze the changes in search behavior around benefits exhaustion and take two steps to isolate the individual response to unemployment benefits. First, our longitudinal data allows us to correct for changes in sample composition over the spell. Second, we exploit data on workers eligible for 12–24 months of UI as well as workers ineligible for UI, to control for behavior changes over the unemployment spell that are independent of UI. Our results confirm the predictions of search models. We find that search effort (the number of job applications) increases by at least 50% during the year preceding benefits exhaustion and remains high thereafter. The target monthly wage decreases by at least 2.4% during the year preceding benefits exhaustion and remains low thereafter. In addition, we provide evidence for duration dependence: workers decrease the wage they target by 1.5% over each year of unemployment, irrespective of their UI status." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Testing the independence of job arrival rates and wage offers (2020)
Zitatform
Braun, Christine, Bryan Engelhardt, Benjamin Griffy & Peter Rupert (2020): Testing the independence of job arrival rates and wage offers. In: Labour Economics, Jg. 63. DOI:10.1016/j.labeco.2020.101804
Abstract
"Is the arrival rate of a job independent of the wage that it pays? We answer this question by testing whether unemployment insurance alters the job finding rate differentially across the wage distribution. To do this, we use a Mixed Proportional Hazard Competing Risk Model in which we classify quantiles of the wage distribution as competing risks faced by searching unemployed workers. Allowing for flexible unobserved heterogeneity across spells, we find that unemployment insurance increases the likelihood that a searcher matches to higher paying jobs relative to low or medium paying jobs, rejecting the notion that wage offers and job arrival rates are independent. We show that dependence between wages and job offer arrival rates explains 9% of the increase in the duration of unemployment associated with unemployment insurance." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
Efficiency Of Wage Bargaining With On-The-Job Search (2020)
Zitatform
Cai, Xiaoming (2020): Efficiency Of Wage Bargaining With On-The-Job Search. In: International Economic Review, Jg. 61, H. 4, S. 1749-1775. DOI:10.1111/iere.12478
Abstract
"This article studies efficiency in a general class of search models where both unemployed and employed workers search for better jobs and can meet multiple firms simultaneously. Employers can respond to outside offers and wages are a weighted average of the productivities of the current employer and a credible poaching firm. I derive a condition that balances firms' bargaining power and their meeting externality. This condition ensures efficiency of both worker turnover and firm entry. Finally, the efficiency condition unifies and extends many of the results on the efficiency of equilibrium search models." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Evidence on job search models from a survey of unemployed workers in Germany (2020)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2020): Evidence on job search models from a survey of unemployed workers in Germany. (IAB-Discussion Paper 13/2020), Nürnberg, 60 S.
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
Weiterführende Informationen
Online Appendix -
Literaturhinweis
The role of search frictions in the long-run relationships between inflation, unemployment and capital (2020)
Zitatform
Gomis-Porqueras, Pedro, Stella Huangfu & Hongfei Sun (2020): The role of search frictions in the long-run relationships between inflation, unemployment and capital. In: European Economic Review, Jg. 123. DOI:10.1016/j.euroecorev.2020.103396
Abstract
"This paper explores the long-run relationships between inflation, unemployment and capital accumulation by proposing a model with search frictions in both goods and labor markets. This framework allows us to identify a negative extensive margin effect of inflation on the number of firms demanding capital and a positive intensive margin effect of inflation on the capital demanded per firm. The two effects together generate a hump-shaped relationship between long-run inflation and aggregate capital. These results are consistent with our empirical evidence from a cross-section of 76 countries, which suggests a non-monotonic relationship between inflation and investment to GDP ratio in the long run. Our calibrated results are also consistent with empirical findings from the U.S. data on the effect of inflation on capital stock, unemployment and the real interest rates." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
The German job search panel (2020)
Hetschko, Clemens ; Schmidtke, Julia ; Stephan, Gesine ; Schöb, Ronnie ; Lawes, Mario ; Eid, Michael ;Zitatform
Hetschko, Clemens, Julia Schmidtke, Michael Eid, Mario Lawes, Ronnie Schöb & Gesine Stephan (2020): The German job search panel. (OSF preprints), 2020-04-23. DOI:10.31219/osf.io/7jazr
Abstract
"This report introduces the German Job Search Panel, a longitudinal survey that follows people who register as job seeking over the course of up to two years. The focus of the survey is on job seekers’ well-being and health. An innovative survey app is used to allow for frequent measurement every month and for conducting the experience sampling method. The collected data may be linked to administrative records of the Federal Employment Agency, provided that people give their consent. A subsample of surveyed job seekers took part in hair sampling to measure their cortisol levels. In this report, we describe the sampling procedure, adjustments over the recruitment period and the collected data. We moreover examine selective participation in the panel. It turns out that high-skilled workers, young individuals and women were more likely to sign up. Age increases the probability to take part in the hair sampling. People working in East Germany were more likely to consent to the linkage of survey data and administrative records." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development (2020)
Zitatform
Köchling, Alina & Marius Claus Wehner (2020): Discriminated by an algorithm. A systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development. In: Schmalenbach Journal of Business Research, Jg. 13, H. 3, S. 795-848. DOI:10.1007/s40685-020-00134-w
Abstract
"Algorithmic decision-making is becoming increasingly common as a new source of advice in HR recruitment and HR development. While firms implement algorithmic decision-making to save costs as well as increase efficiency and objectivity, algorithmic decision-making might also lead to the unfair treatment of certain groups of people, implicit discrimination, and perceived unfairness. Current knowledge about the threats of unfairness and (implicit) discrimination by algorithmic decision-making is mostly unexplored in the human resource management context. Our goal is to clarify the current state of research related to HR recruitment and HR development, identify research gaps, and provide crucial future research directions. Based on a systematic review of 36 journal articles from 2014 to 2020, we present some applications of algorithmic decision-making and evaluate the possible pitfalls in these two essential HR functions. In doing this, we inform researchers and practitioners, offer important theoretical and practical implications, and suggest fruitful avenues for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor force participation, job search effort and unemployment insurance in the laboratory (2020)
Zitatform
Lechthaler, Wolfgang & Patrick Ring (2020): Labor force participation, job search effort and unemployment insurance in the laboratory. (Kiel working paper 2149), Kiel, 39 S.
Abstract
"How the provision of unemployment benefits affects employment and unemployment is a debated issue. In this paper, we aim at complementing theoretical and empirical contributions to this debate with a laboratory experiment: We simulate a job market with search effort and labor force participation decisions while varying the maximum length of unemployment benefit eligibility. Our results reveal two separable, opposing effects: Individuals within the labor force search with lower effort when unemployment benefits are extended. However, individuals are more likely to participate in the labor force and to actively search for a job. Concerning employment, the second effect dominates so that unemployment benefits raise employment." (Author's abstract, IAB-Doku) ((en))